Personalized workshops to equip your managers

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.

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.

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.

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.

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.

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.

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.

To help you choose

Which workshop for your situation?

What you're experiencing…	Recommended workshop
A drop in engagement or energy across teams	Engagement at work
Survey results with no clear plan to act	From survey results to action
Organizational fatigue or a fragile climate	Mental health, or Well-being at work
A need to strengthen recognition	Everyday recognition
An OHS or psychological-health prevention initiative	Psychosocial risks, or Well-being
A team in transformation or seeking innovation	Team 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.

Book a workshop

Better-equipped managers, you can feel it

★★★★★ 4.9 on Google · 4.9 on Capterra · over 750 organizations engage their teams with Amélio

Frequently asked questions

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