helps to reduce sick leave time, contributing
to a more efficient and healthier work
environment.
• Improved business connectivity: By aligning
the interests of the company with those of
the employees, a culture of collaboration and
mutual support is fostered, strengthening the
bond between management and staff.
• Greater organisational effectiveness in
facing future challenges: A well-implemented
emotional well-being programme prepares
the organisation to tackle future challenges,
such as pandemics, legislative changes, and
other crises, by promoting resilience and
adaptability among employees.
• Talent retention and attraction: Companies
that prioritise emotional well-being tend to
attract and retain talent, as employees value
working in an environment that cares for their
mental and emotional health.
• Improved
work
climate:
A
focus
on
emotional well-being contributes to a positive
work environment where employees feel
valued and supported, reducing conflicts and
increasing job satisfaction.
To conclude: Adapting an Emotional Well-being
Policy through a Plan for a company in the
funeral sector involves considering the unique
emotional challenges of the industry, providing
specialised
resources
and
support
that
effectively address grief, trauma, and emotional
stress.
Sources:
1 European Council Union. (2024).
2 World Health Organization (WHO). (June 8, 2022).
3 Verywell Mind. (2024).
4 National Institute of Mental Health (NIMH).
(2024). Warning Signs of Suicide.
5 “Werther Effect,” the contagion effect of imitating
suicidal behaviours. Reference to Goethe’s novel,
The Sorrows of Young Werther.
6 PLOS ONE. 2024.
7 Funeral sector profesionals. Perceptions on
death. Maria del Carmen Barrera Casañas. Rev.
Cien.
Soc. vol.35 no.51 Montevideo dic. 2022.
(Epub 01-Dic-2022)
8 Emotional Well-being Plan. Methodology by
CIRCLE Corporation.
SUSTAINABILITY
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