An innovative tool for assessing
exposure to psychosocial risk factors

Mentallypro stands out for its psychometric rigor and sector adaptability. Thanks to its design, it provides an efficient,fast assessment focused on facilitating data-driven decisions to improve workplace well-being.

Validated by:

Primer plano de dos personas evaluando unos gráficos en un portatil.

MentallyPro Advantages

Up-to-date, flexible, and continuously evolving

The only instrument in continuous evolution, with sector benchmarks that remain current and reliable.

Data visualization through a SaaS platform

The SaaS platform provides visual reports, maps, and clear insights to support strategic decision-making.

Sectorally-adapted

The only solution that adjusts the assessment to each sector’s reality, offering more precise and reliable results.

Validated, reliable, and bias-reducing

Legally and psychometrically validated, using an ipsative methodology that reduces bias related to age, gender, and social desirability.

Digital, agile, and quick to administer

The assessment takes approximately 12–14 minutes to complete through a fully digital and intuitive process.

Designed to become a global standard

MentallyPro is evolving toward becoming an international benchmark, with growing presence across markets and industries.

How it works

The assessment

The Mentallypro scale consists of 14 blocks of 4 statements based on 14 key psychosocial factors. Each statement represents a relevant aspect of the work environment, enabling precise measurement of risk exposure

Participants rank statements from 1 (most representative) to 4 (least representative) within each block This ipsative approach minimizes response bias, social desirability, and improves psychometric quality compared to traditional Likert scales.

Animación donde se muestran varias pantallas de la herramienta MentallyPro

The SaaS platform

It is a robust and accessible SaaS solution that enables a fully digital, anonymous, and user-friendly evaluation. It also offers advanced data analytics and automated reporting to support data-driven decisions that improve workplace well-being.

Mentallypro is available in:

Spanish (International)
Catalan
English (International)
Portuguese (International)
French

Administration manual

Risk factors assessed

Work content

This refers to evaluating the fit between task content and the skills, abilities, and knowledge of the individual performing them. It involves identifying the impact of their work on others based on how their tasks are defined, structured, and organized.

Work content

Workload & Work Pace

This refers to evaluating workload levels that determine both the quantity of work (perceived work intensity) and qualitative elements (monotony, routine, etc.), as well as the pace and planning of work, while taking into account the environment in which it is performed (the more physical elements of the work environment). It concerns the level of attention required for the execution of tasks.

Working time

This refers to the temporal organization of work, which includes issues such as the amount of time worked, distribution, rest periods between workdays and breaks during work, atypical schedules, shifts, etc. It also concerns aspects of work-life balance and the management of personal and social time.

Participation & control

This refers to the capacity and opportunity for workers to participate in decision-making that most directly affects their specific work, their immediate areas or departments, and the organization of their tasks, allowing them to exercise a degree of influence, decision-making power, and autonomy.

Role Performance & responsibilities

This refers to evaluating all matters related to the definition of roles, responsibilities, and objectives of the workplace, as well as the general knowledge of these same elements within the organization as a whole.

Professional Development

This factor addresses matters affecting a worker's position relative to their organization in terms of their sense of belonging, growth, and opportunities within the company. It also considers the equity between the worker's contributions and what they receive from the organization.

Interpersonal Relationships

This refers to evaluating aspects derived from the relationships established among people in the work environment. Interpersonal relationships can be identified within the organization (among colleagues, or with supervisors or subordinates) or outside of the organization (clients, suppliers, etc.)

Work Teams

This factor encompasses matters related to the tools used to perform work tasks, their functioning, and the demands placed on the worker. It includes the impact of digitalization processes and more sophisticated instrumentation.

Work Teams

Mental load

This factor is linked to the strictly cognitive effort required by the assigned tasks. It also involves evaluating the mental effort (mental resources) that the task demands.

Work-life balance

This refers to evaluating the extent to which work obligations interfere with personal life. This includes the effect of digital disconnection.

Leadership style

This factor relates to the significant role that leadership style (understood not only in terms of those in higher positions but also including informal leadership) exerts over other factors. It evaluates the extent to which there is a perception of positive and supportive leadership.

Change management

This factor is linked to the difficulties that are sometimes perceived in the face of changes in work routines.

Social Reward

This refers to the effect that the social valuation of work exerts on workers' perceptions. Working conditions are influenced by the perceived social value associated with each occupation. This should also include the concept of recognition within the organization itself.