For Companies · Workplace Wellbeing That Works

Most workplace wellbeing programmes address one, maybe two, of the eight dimensions that actually determine whether a person is functioning: physical health, and occasionally mental health once something has already broken down. The financial situation, the quality of social connection, the work environment, a person's sense of purpose, their intellectual and occupational lives – these stay consistently off the table. It is a notable gap for something that claims to address the whole person.

Armonime works with all eight dimensions. Not a selection of them – the full 8-dimension model of wellbeing, not a fragment of it.

The model · foundation of all our work

Eight dimensions, because each one affects all the others

Why a system, not a slice

The model underlying all of our work draws on the six-dimensional wellness framework developed by Hettler (1976) and its subsequent expansions in health psychology research, which extended the model to eight interconnected dimensions. Burnout is rarely only an occupational problem – it has roots in several dimensions simultaneously, which is why working with just one of them produces limited and short-lived results.

01 · External

Environmental

Space · physical surroundings · their effect on the mind

02 · External

Social

Relationships · community · the quality of connection with others

03 · External

Financial

Financial security · one's relationship with money and resources

04 · External

Occupational

Relationship with work · time · sense of purpose in one's role

05 · Internal

Physical

Body · energy · sleep · movement · nutrition

06 · Internal

Emotional

Emotions · self-regulation · inner emotional life

07 · Internal

Intellectual

Mind · curiosity · learning · cognitive stimulation

08 · Internal

Spiritual

Meaning · values · purpose · what gives direction

The difference · why Armonime

The corporate wellbeing market is crowded. Here is where the difference lies.

A system, not a slice

We work with all eight dimensions because none of them operates in isolation from the rest. Occupational burnout is rarely only an occupational problem.

Tools to use, not to remember

Participants leave with something they can act on the same day – not with the feeling that they ought to change something at some point.

Research as foundation, not decoration

Every tool and exercise we propose has a scientific basis. We do not cite statistics without a source. We do not tell stories instead of presenting data.

A bridge between organisation and individual development

Employees who encounter the model through a company programme have access to individual Armonime products as a natural extension. The organisation invests once; the effect lasts longer.

Who it's for · three contexts

We work with organisations that take wellbeing seriously

Small organisations · up to 50 people

Without a dedicated HR function

In a small organisation, one person burning out is felt immediately by everyone. The absence of a formal HR structure doesn't make the topic of wellbeing less urgent – quite the opposite.

One-off workshop (2–4h) as a low-barrier entry point
Keynote at a team meeting or offsite
Material licence for the whole team

Mid-size organisations · 50–250 people

HR exists, budget exists

There is typically an HR department or HR Business Partner, a training budget, and genuine interest in retention and employer branding. Cyclical programmes work well here.

Cyclical programme – 3 or 6 months
Separate tracks for employees and managers
Follow-up check-ins at 30 and 60 days

Large organisations · 250+ people

Full L&D infrastructure

Formalised procurement processes, but also the largest scope for impact. We offer comprehensive long-term programmes and material licences for the whole organisation.

6–12 month programmes across both tracks
Annual licence for the entire organisation
Diagnostic module for the HR team

Two tracks · two entry points

For the individual and for the leader – separately, but together

Employee track

"My wellbeing"

Participants leave with knowledge that has direct bearing on their daily life: a diagnosis of their own situation across eight dimensions, concrete tools for working with each of them, and exercises they can begin the same day. There is no room here for generalities or motivational posters.

Introduction to the 8-dimension model adapted to your organisation's context
Deeper work on 2–3 dimensions selected with HR based on organisational need
Mini-assessment – a concrete diagnosis, not a personality test
Tools and exercises ready to use the same day
Clear pathway to individual Armonime products for those who want to go further

Manager track

"My team and me"

A manager who does not manage their own wellbeing does not manage their team well. Gallup (2023) documents that management style accounts for 70% of variance in employee engagement. Amy Edmondson (Harvard Business School) identifies psychological safety – directly dependent on the leader's posture – as the strongest predictor of team performance.

Diagnosis of one's own wellbeing profile as the starting point
Mapping the 8 dimensions onto team dynamics and leadership
Tools for wellbeing conversations with the team – without doing therapy
Burnout prevention strategies at the team-leader level
Framework for thinking about the work environment as a management variable

Example · six-month programme

What a programme that actually builds looks like

Month 1

Diagnosis

Where are we now? Quiz, group debrief, mapping of all 8 dimensions.

Month 2

External I

Environmental and Social – surroundings and relationships.

Month 3

Internal I

Physical and Emotional – body as infrastructure, emotions as information.

Month 4

External II

Occupational and Financial – work and financial security.

Month 5

Internal II

Intellectual and Spiritual – curiosity and meaning as long-term resources.

Month 6

Integration

Personal plan, review of implementations, evaluation of effects.

Formats · four options

We start with a conversation, not a proposal

Format 01

One-off workshop

2–4h (half-day) or 6–8h (full-day) · in-person or online

Thematic or cross-cutting – focused on one dimension or one problem (burnout, work environment, energy management) or giving the full map of all eight dimensions. We agree on the scope together, after a conversation about your needs.

Format 02

Cyclical programme

3 or 6 months · monthly sessions of 2–3h + materials between sessions

A cyclical programme gives what a one-off workshop cannot: time to implement and return with experience. Each session builds on the last. Participants come to the next meeting with something they have actually tested in practice.

Format 03

Material licence

Annual access for the whole organisation · flat fee by organisation size

The organisation purchases annual access to Armonime materials: the 8-dimension free guide, the series of 30-day exercise workbooks, and the diagnostic quiz with individualised result profiles. Distributed through onboarding, benefit packages, or wellness programmes.

Format 04

Talk / Keynote

45–90 minutes · company event, HR conference, offsite, annual kickoff

Entry through a concrete problem, mapping it onto the 8-dimension model, exit with three tools participants can implement within 48 hours. We end with something specific, not something inspirational.

Add-on for any format

Any workshop or programme can be extended with follow-up: online check-in (1h) at 30 and 60 days, an implementation survey sent to participants, access to supplementary materials for three months after completion, and a package of individual consultations for managers.

Pricing · indicative ranges

Final pricing after the diagnostic conversation

Format	Up to 20 participants	20–50 participants	50+ participants
Workshop 2–4h	from 1,500 PLN	from 2,500 PLN	from 4,000 PLN
Full-day workshop	from 3,000 PLN	from 4,500 PLN	from 7,000 PLN
Keynote	from 1,000 PLN	from 1,800 PLN	from 3,500 PLN
3-month programme	from 5,000 PLN	from 8,000 PLN	from 15,000 PLN
6-month programme	from 8,000 PLN	from 14,000 PLN	from 25,000 PLN
Annual material licence	from 800 PLN	from 1,500 PLN	from 4,000 PLN
Follow-up check-in (1h)	from 400 PLN	from 600 PLN	from 900 PLN

Prices net, VAT where applicable. Final pricing is determined individually after a diagnostic conversation – scope, group size, and organisational context all matter.

Workplace wellbeing
that actually works.

Eight dimensions, because each one affects all the others