the company behind valla caresee where it hurts.before it shows up as sick days.
An anonymous survey built on international methods. You learn exactly where strain comes from, which teams are most at risk and what to do first.
| Plzeň | Brno | Katowice | Bratislava | |
|---|---|---|---|---|
| Workload | 62 | 44 | 58 | 70 |
| Emotional demands | 71 | 66 | 52 | 63 |
| Influence and growth | 55 | 61 | 47 | 72 |
| Roles and leadership | 48 | 64 | 57 | 69 |
| Relationships and support | 73 | 58 | 66 | 75 |
| Security and fairness | 52 | 49 | 41 | 66 |
| Balance and wellbeing | 45 | 38 | 50 | 62 |
| Working environment | 67 | 70 | 54 | 78 |
five outputs.leadership can act on them the next day.
the law requires it.the data shows why.
Every employer must identify and assess workplace risks, including the ones you cannot see. Across the EU this comes from Framework Directive 89/391/EEC; in Czechia from Section 101 of the Labour Code and Act No. 309/2006.
We don’t do the survey to fill a drawer. We do it so leadership knows where strain comes from, which teams are most at risk and where to act first.
eight areas.tap one to look closer.
Workload
amount of work, pace, realistic targets, admin
Emotional demands
difficult clients, rejection, hiding emotions
Influence and growth
autonomy, say over working time, meaning, learning
Roles and leadership
expectations, authority, feedback, support
Relationships and support
help from colleagues, atmosphere, conflict, inappropriate behaviour
Security and fairness
job security, pay, recognition, trust in leadership
Balance and wellbeing
energy, availability after hours, recovery, stress
Working environment
equipment, systems, workplace, work away from base
Each area has three to five sub-topics, so you see whether it is the volume of work, unrealistic targets or admin. Open questions and experience of inappropriate behaviour complete the picture.
validated tools.not our own theories.
Our questions are written for real teams, but the structure and scoring stay true to COPSOQ and HSE, so results are comparable with research. Scores run 0–100, higher is always better, and we show the share of unfavourable answers too.
choose what to map.
psychosocial risks.
How employees cope with the demands of work, relationships, leadership and the balance between work and life.
- 20–25 minutes, for all employees
- Eight areas, three to five sub-topics each
- Risk map by site, area and level
informal care.
Many employees care for a parent, partner or child without anyone at work knowing. Map it before it turns into resignations.
- 10–12 minutes, for employees who care for someone
- Four carer profiles, from latent to crisis
- Expert guarantee: Sluchátko therapeutic helpline
seven steps.from preparation to measures.
The process follows the risk-assessment cycle of ISO 45003 and HSE. About two months, three with site visits.
- 1weeks 1–2PreparationGoals, structure and languages. No personal data, only headcounts per site.
- 2week 2Internal communicationEmails, a poster with a QR code and a guide for managers. A personal message from leadership is key.
- 3weeks 3–5Data collectionThe survey is open for three weeks, 20–25 minutes on computer or phone. Target: over 60 % response.
- 4optional, weeks 5–8Site visits and interviewsGroup and individual interviews and observation at selected sites.
- 5weeks 6–7AnalysisQuality checks, area scores, group comparisons and a risk map with recommendations.
- 6week 8Presentation and measuresWe walk leadership through the results. Employees hear what will happen next.
- 7after 6–12 monthsChecking it worksPulse surveys at the riskiest sites show whether the measures are working.
five checks.before a single number reaches you.
anonymity is not a formality.it is what makes the data true.
People answer honestly only when they trust that nobody can identify them.
- Participation is voluntary. The employer never sees individual questionnaires or open answers.
- No names, emails, IP addresses or exact times. No personal links or logins.
- Results only for groups of at least 7. Smaller groups are merged, even when they could be worked out by subtraction.
- Open answers are shared only as themed summaries with paraphrases.
- Processed under GDPR on servers in the EU and irreversibly deleted after the project.
findings are only usefulif something happens next.
As the largest employee assistance programme in Czechia and Slovakia, we can act on the results straight away: psychologist consultations, manager training and prevention programmes. A year later we measure what changed.
questions HR teams ask.
How long does the survey take?
About two months from preparation to presentation, or three with site visits. Each employee needs 20–25 minutes and can pause and come back.
Will we see individual answers?
Never. You see results only for groups of at least seven people, and open answers only as themed summaries.
Can you handle several countries and languages?
Yes. Languages and countries are agreed in the preparation phase, and results can be compared across countries and sites.
Does the survey help us meet the legal duty to assess risks?
It gives you the evidence and a record you can use for occupational health and safety, including during a labour inspection.
What if the results show a serious problem?
We help right away: psychologist consultations, manager training and targeted prevention, and a pulse survey later to check that it works.
even bettertogether.
- listen.Surveys and screeningYou are here
- help.Employee Assistance Programme
- connect.Experiences
- learn.Consulting
Surveys show where your people struggle, so help, experiences and prevention go exactly where they are needed.
let's talk aboutyour people.
Tell us a little about your company. We'll come back with ideas and a proposal that fits, not a sales script.
- Within one working dayA real person from our team gets back to you.
- A 30-minute conversationOnline or at your office. What you have, what you need.
- Your proposalClear scope and price for your sites and languages.
