Eu sei, já tem muita gente falando sobre isso.

Mas, poucos falando sobre soluções.

A saúde mental no ambiente de trabalho tem se tornado uma preocupação crescente no Brasil, especialmente diante dos recentes dados que apontam para um aumento significativo nos afastamentos por transtornos mentais. Em 2024, o país registrou 472.328 licenças médicas relacionadas a transtornos mentais, representando um aumento de 68% em relação a 2023 e o maior número na última década, de acordo com dados do Ministério da Previdência Social e divulgados pelo site G1.

Principais Causas dos Afastamentos

Entre os transtornos que mais contribuíram para os afastamentos, destacam-se os transtornos de ansiedade e os episódios depressivos, totalizando mais de 255 mil casos em 2024. O transtorno depressivo recorrente também apresentou números expressivos, com 52.627 benefícios concedidos no mesmo período.

Fatores Contribuintes para a Crise

Ao contrário do que muitos pensam, essa questão não nasce no ambiente de trabalho.

Especialistas identificam diversos fatores que contribuíram para esse aumento expressivo nos afastamentos por transtornos mentais:

•  Pandemia de COVID-19: As consequências da pandemia, como o luto pela perda de mais de 700 mil vidas, o estresse do isolamento social e a insegurança financeira, deixaram marcas profundas na saúde mental da população.

•  Aumento do Custo de Vida: Desde 2020, os preços dos alimentos aumentaram em média 55%, pressionando financeiramente as famílias e gerando ansiedade e preocupação.

•  Mudanças no Mercado de Trabalho: A instabilidade econômica e as transformações nas relações laborais aumentaram a pressão sobre os trabalhadores, contribuindo para o desgaste emocional.

Impacto nas Empresas

O aumento dos afastamentos por questões de saúde mental traz consequências diretas para as empresas, só para citar alguns:

•  Redução da Produtividade: A ausência de colaboradores afeta o andamento de projetos e o cumprimento de metas.

•  Aumento de Custos: Substituições temporárias, horas extras e treinamentos adicionais elevam os gastos operacionais.

•  Clima Organizacional: A sobrecarga dos funcionários que permanecem ativos pode gerar insatisfação e desmotivação.

O que muda para as empresas?

A crise de saúde mental no ambiente de trabalho brasileiro exige ações coordenadas entre governo, empresas e sociedade.

Inclusive esse cenário levou “o Ministério do Trabalho a atualização a NR-1, que é a norma com as diretrizes sobre saúde no ambiente do trabalho. Agora, o tema passa a ser fiscalizado nas empresas e pode, inclusive, render multa”, de acordo com o site G1 (1).

Uma das principais mudanças na NR-1 é a inclusão dos riscos psicossociais no Programa de Gerenciamento de Riscos (PGR) das empresas. Esses riscos estão relacionados a fatores como metas excessivas, jornadas de trabalho prolongadas, assédio moral, conflitos interpessoais e falta de autonomia, que podem impactar negativamente a saúde mental dos trabalhadores.

Com a atualização, as empresas deverão identificar, avaliar e gerenciar esses riscos psicossociais, implementando medidas de prevenção e controle para promover um ambiente de trabalho mais saudável e equilibrado.

Como as Soluções da beefor podem apoiar

A beefor desde sua concepção tem como propósito promover a “saúde” das equipes e pessoas através de modelos mais modernos de gestão e técnicas que suportam o bem-estar no dia a dia, potencializando resultados para os negócios, sem fricções e sem os velhos problemas de gestão.

Diversos indicadores são cruzados com apoio de algoritmos de Inteligência Artificial para realizar análises preditivas sobre possíveis impactos na saúde mental das pessoas.

Coletamos todas as informações para apoiar os processos de negócios e evolução de maturidade das equipes que passam a orientar os comportamentos que impactam a saúde mental das pessoas no trabalho.

Investir na promoção do bem-estar psicológico e na prevenção de transtornos mentais não é apenas uma questão de saúde, mas também um compromisso com a qualidade de vida das pessoas e a sustentabilidade das organizações. Soluções integradas, como as oferecidas pela beefor, demonstram que é possível criar ambientes de trabalho mais saudáveis e produtivos, beneficiando tanto os colaboradores quanto as empresas.

Referências:

1. https://g1.globo.com/trabalho-e-carreira/noticia/2025/03/10/crise-de-saude-mental-brasil-tem-maior-numero-de-afastamentos-por-ansiedade-e-depressao-em-10-anos.ghtml
2. https://beefor.io

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Personal Mapping, also used as an icebreaker dynamic, increases team synergy and empathy.

Your goal is to bridge the gap between people, which may seem simple enough, but has a powerful effect.

At this moment where remote work is strongly present, it is important to work on relationships between team members. For that this tool will help in a very easy way!

How does Personal Mapping work?

The idea is to build a mental map with the personal information of each member, such as family, education, work, hobbies, values, friends, goals, among others.

In the image below you can see an example of the practice inside beefor :

This information will be available to everyone on the team and can serve as common topics (hence the icebreaker).

This dynamic also enables communication and proximity between people. Well, it inserts trivial matters that could be brought up in a moment of coffee break in the company. But without the need to be present in the same physical space.

How to associate with 1:1 Feedback (one-on-one)

The Personal Map technique can combine with the practice of 1:1 Feedback . Similarly, it contributes to the clarity of the person’s personal and professional goals. So that at each meeting you can follow the progress of each step taken towards what you want to accomplish.

In addition to asking questions about how your family is doing, the progress of college or a certification that the professional aims to achieve, among other issues that help the manager to get closer and closer to the team member.

How practice helps Agile HR

with beefor, we can track all employees digitally. Whatever aspects:

• Performance;
• Humor;
• Skills;
• motivations;
• Records of each 1-on-1 meeting.

With each creation of Personal Mapping with a collaborator, it shows that each person has a different profile from the other. However, some are more introverted and others are more easily able to communicate and relate. In this way, promoting this challenge to the professional makes them provide self-knowledge and access some important issues that often go unnoticed.

How Personal Mapping helps the manager

Personal Mapping is a great tool for onboarding a new team member. But in addition to all this, it makes the manager himself get closer to the employee. In this way, it contributes to a holistic view of each employee:

• Curiosities;
• Family;
• Formation;
• Personality;
• skills;
• Dreams/Goal.

In this way, with this information, the leader can promote actions so that he can motivate and encourage him to live and perform them.

In beefor, in addition to the manager, all team members have a vision of the personal mapping of each member.

Benefits for the Team

As a result of this practice, we were able to bring people together, create empathy with each other, in addition to maintaining a pleasant atmosphere in which to work. In addition, the technique can also favor teams with collaborative profiles, to support and help each person to achieve their goals and objectives.

Meet beefor today and everything he can do for your team!

Start now!

The platform also has features focused on People Management, such as Kudo Cards , Moving Motivators and Niko Niko Calendar .

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Niko Calendar It is an interesting practice to assess the feelings of the people on your team on a day-to-day basis. Its objective is to increase the motivation or well-being of the members by creating an environment where everyone can express themselves.

How Niko Calendar Works

It is a visual tool in calendar format. In it, people express themselves and the manager can act on possible malfunctions to efficiently support their teams.

Therefore, the way to carry it out is very simple: the team meets, according to a defined period, and shares on the calendar the feeling that sums up their day.

In this sense, in addition to being a support tool in Management 3.0, it is also one of the features that make up the beefor.

Thus, this 360° look at people and teams and complementing the delivery and success metrics with Artificial Intelligence algorithms is just beefor!

How to use Niko Calendar

As with Management 3.0 practices, this can be used in whatever way works for the team. There are times that prefer to identify your mood in the morning, after the daily or the end of the day.

However, the important thing is to experiment and define the best strategy together. After all, it will be moments of reflection by the team that, with transparency, everyone can contribute to building a better environment for everyone.

Curiosity

Originally from Japan, Niko-Niko means “to smile”. And this is your role, to help the manager and the teams to smile in the end.

Count on beefor’s support to support the cultural change of your team!

beefor it has several agile practice tools on its platform that will help the manager to perform this task. So, now that you know about this practice, see how the Moving Motivators , Personal Mapping and Kudo Cards can help in this process:

Start now!

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Organizations need their gears to be maintained by free teams, with people who don’t rely on command to carry out their functions. For this, the leadership needs to promote autonomy, making it clear who is responsible, why and their level of performance. To delegate is to assign authority to someone to carry out certain activity(ies). Being a way of distributing trust for the results that will come from the efforts of other people.

knowing how to delegate

Delegating is empowering the team in a non-binary way: “I do it” or “you do it”. It is a relationship of trust and maturity between those involved that will depend on the context, as there are levels that make it possible to classify the agreement with each person and their specific role.

The 07 Levels of Delegation based on Management 3.0:

The distribution of control and delegation of authority is done as follows:

• Say : I will tell them;
• Sell : I will try to sell to them;
• Consult : I will consult and then I will decide;
• Agree : let’s agree together;
• Advise : I will advise, but they will decide;
• Ask : I will ask later so they can decide;
• Delegate : I will delegate fully.

Each level of delegation demonstrates how far the team can go, being able to decide, for example: about vacations, selection of new employees, working hours, improvements, etc. Just make the classification and make the agreement between the team and the leadership. As there is no duality, the best result will be balance.

It should be noted that the lower the level of delegation, the more centralized and hierarchical decisions are.
On the other hand, as responsibility increases, the team will have more autonomy.

Delegation Board

It is the Management 3.0 tool in which the team demonstrates each member’s responsibilities and levels of authority. This functionality is available on beefor to promote the team’s empowerment and even if initially it has many occurrences in the first levels, it will have what it needs to support teams and leaders to build maturity towards a self-managing team.

Only beefor goes beyond agility, taking care of people and guiding teams in the best work model.

Also know: How to build an agile team with purpose, How Moving Motivators can help Agile HR and How to use the agile coach tip.

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