The organisation came to us with a quiet but persistent problem: their people were scattered across continents, working at different hours, slowly drifting into the kind of isolation that doesn\'t show up in engagement surveys. The wellbeing benefits they had on paper weren\'t being used. The Employee Assistance Program was a portal nobody logged into.
We started by asking different questions. Not "what should we offer?" but "what would make someone actually reach out on a Tuesday at 2am in Singapore?" The answer wasn\'t more features. It was a real person, available in their timezone, who they could see again next week.
What we built
Over eighteen months, we designed and ran a confidential therapy and wellbeing programme that fit how the team actually worked. Sessions across timezones with practitioners who matched. Monthly drop-in spaces for new joiners. A manager track for the people quietly absorbing everyone else\'s stress. And the boring-but-important stuff: confidentiality guarantees in writing, no HR reporting, no calendar visibility.
What changed
Uptake went from 4% to 47% in the first year. Attrition in the most demanding roles dropped. Managers started referring their own team members, then themselves. The programme stopped being something HR maintained and became something the team protected.
This is the kind of work we love most — quiet, sustained, measurable in the things that don\'t make it into the annual report.