Personalized workshops to equip your managers | Amélio
Personalized workshops for your managers

The moment your people stop enduring the results and start taking action

A survey, a dashboard, and then what? Our workshops take that moment of hesitation and turn it into concrete action. Your managers don't leave with theory: they leave changed, with the drive and the means to act this very week.

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Managers in a workshop, deep in discussion around a table

You have the results. Now what do you actually do with them?

This is usually where things stall. The survey's done, the dashboard is built, leadership has talked it over, and then the weeks go by and nothing really changes on the ground. Managers hesitate, no one wants to get it wrong, and the momentum fades. Our workshops start from what your teams are dealing with day to day and turn it into simple actions your managers can put in place the following week.

Our workshops

Seven workshops, one promise: the concrete

Each workshop is tailored to your reality. Who it's for, when it's ideal, what you really work on, and what your managers leave with: here's the depth behind each one.

An engaged team in a workshop
1

Engagement at work

For whom
Managers and leaders who want to motivate their teams and strengthen their leadership.
Ideal if
Your managers are new or in transition, team energy is dropping, or you're launching an engagement initiative.
What we work on
What engagement really is (and what it isn't), the concrete role of the manager and of employees, shared responsibility for engagement, and its effect on retention and climate.
What you leave with
Simple levers you can apply right away, and real confidence to use your surveys as a strategic tool.
Managers analyzing their survey results
2

From survey results to action

For whom
HR and managers who have just received their results.
Ideal if
Your teams are wondering "where do we start", or you want to keep the results from becoming a dead letter.
What we work on
Reading the results with simple guideposts, welcoming difficult comments without getting defensive, pinpointing the manager's real zone of action, and choosing a few coherent actions rather than ten scattered initiatives.
What you leave with
A clear, realistic action plan, shared with the team.
A discussion on well-being and workload
3

Well-being at work

For whom
Managers looking for practices they can apply without adding to their workload.
Ideal if
You're running an OHS initiative, or your surveys show a drop in well-being.
What we work on
The link between well-being, workload and management practices, lasting levers rather than symbolic ones, managing stress and balance, and above all what is and isn't the manager's responsibility.
What you leave with
Concrete avenues for a healthy, productive climate, well beyond legal obligations.
Everyday recognition within a team
4

Everyday recognition

For whom
Leaders and managers who want to anchor recognition.
Ideal if
Your results reveal a low level of recognition, or your practices remain occasional and generic.
What we work on
Breaking down the myths (no, it takes neither budget nor grand gestures), recognizing in a fair and contextualized way, and embedding authentic recognition on an ongoing basis.
What you leave with
Recognition that is more consistent, credible and engaging.
A manager listening, an ally for mental health
5

Mental health at work

For whom
Managers who want to become true allies for mental health, without playing therapist.
Ideal if
Your managers feel poorly equipped, or you're seeing fatigue, tension or absenteeism.
What we work on
What's really expected of a manager in prevention, spotting signs of distress before they escalate, offering support without carrying it alone, and welcoming someone back after sick leave.
What you leave with
A stance that is clearer, more preventive and more human.
A creative team collaborating
6

Team creativity

For whom
Teams that are going in circles.
Ideal if
Your teams keep repeating the same ways of doing things, or you want to break down silos.
What we work on
Psychological safety and room for every voice, creativity as a lever for engagement, and above all moving from ideas to concrete action.
What you leave with
Teams that are more active, involved and solution-oriented.
Preventing psychosocial risks as a team
7

Psychosocial risks (PSR)

For whom
Managers who want to prevent tension and support a healthy climate.
Ideal if
Your teams show signs of fatigue, your surveys reveal workload or support issues, or you're structuring a psychological-health initiative (Quebec's Act 27).
What we work on
Understanding PSR as an organizational issue, spotting weak signals, reading results through the lens of risk and protective factors, and prioritizing with a simple grid. Includes a hands-on exercise on a real case.
What you leave with
Clear guideposts and concrete tools to act with confidence day to day.
What they take away

Managers who leave transformed

A few words, in their own hand, from people who have experienced our workshops.

This was very helpful for the managers. They feel better equipped to interpret the results. Thank you again for your ability to truly understand our needs.
Stéphanie Bouthillier SOQUIJ
This workshop brought me very relevant knowledge and concrete strategies to build a culture of well-being. I especially appreciated realizing that well-being is a shared responsibility.
Antoine Lalonde Excelpro
To help you choose

Which workshop for your situation?

What you're experiencing…Recommended workshop
A drop in engagement or energy across teamsEngagement at work
Survey results with no clear plan to actFrom survey results to action
Organizational fatigue or a fragile climateMental health, or Well-being at work
A need to strengthen recognitionEveryday recognition
An OHS or psychological-health prevention initiativePsychosocial risks, or Well-being
A team in transformation or seeking innovationTeam creativity

Not sure? We'll help you pinpoint the most useful workshop in a short call.

How it unfolds

We target, we tailor, we facilitate, we anchor

1

We target

A short conversation to understand your challenges, your results and the most useful theme.

2

We tailor

The content matches your priorities, your context and your data.

3

We facilitate

A lively session where your managers take part and get equipped, they don't just listen.

4

We anchor

Everyone leaves with clear actions and guideposts to keep going, week after week.

Facilitating an Amélio workshop, managers collaborating
Tailored

Workshops shaped to your reality

Each workshop is personalized to your survey results, your HR priorities, your context and your current challenges. We talk it through together and choose the right one.

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Better-equipped managers, you can feel it

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Frequently asked questions

What we're often asked

Are the workshops held online?

Yes, and they stay lively: your managers take part, they don't just listen. We can also hold them in person depending on your context.

Do we need to have run a survey first?

No. Several workshops build on your results, but others work very well without one, especially during change or to support new managers.

Can the content be adapted to our reality?

Yes. Each workshop is personalized to your priorities, your context and your data. We talk it through and choose the right one.

Do the Mental Health and Psychosocial Risks workshops help with Act 27?

Yes. They equip you to spot the signals, understand risk and protective factors, and structure a psychological-health prevention approach.

How do we choose the right workshop?

Schedule a short call: we help you pinpoint the most useful theme for your situation. The table above already gives solid pointers.