How does your company develop stress management skills?

Chronic stress is difficult to recognize

Moodmetric Measurement is designed for recognizing mental load and preventing burnout.


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Moodmetric Measurement is an efficient tool for stress management within organizations

Stress is a good thing when the amount is right and you have the tools to manage it. Prolonged stress is a threat to health and productivity.

Supervisors are responsible for their team members’ well-being. Moodmetric Measurement helps employees find ways to balance stress and recovery, and in doing so prevent burnout.

With Moodmetric Group Measurement employees are introduced to the fundamentals of stress management and how to make use of the data they receive from the Moodmetric smart ring. A company or organization can also buy a number of rings for their employees to borrow for a set period of time, when needed. Alternatively, Moodmetric Single Measurement is a powerful tool that can be offered through occupational health.

When conducted on a regular basis and consistently, Moodmetric measurements can help companies, organizations and teams to track the well-being of their employees and take appropriate action.

Moodmetric services are especially suitable for knowledge workers.

Moodmetric Group Measurement

The more participants, the lower the price.



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Benefits for the participants

During Moodmetric Measurement participants can view their measurement data in real time

The participant:

  • learns to recognize individual stressors and means of recovery.
  • gets motivated to find better balance between load and recovery.
  • finds ways of working that support both their own and the organization’s well-being and performance.
  • learns to prevent chronic stress and to avoid burnout.

Benefits for the organization

Moodmetric Measurement makes stress management a topic of conversations – water cooler talk – at work. The employer gets a good overall view of the mental well-being of the employees.

  • Objective data provides a basis for further analysis and action planning.
  • Managers get feedback on how their management style is affecting their team members.
  • Investment in workplace well-being can be targeted better.
  • Repeated measurements show the effectiveness of the investments in well-being.