The field listening platform connecting management to care and educational teams. Prevent professional wear and tear (PSR), improve QWLC, and strengthen your attractiveness in a sector facing a vocational crisis.
Octomine Solution for Healthcare Establishments: Octomine is the social barometer designed for sanitary and medico-social structures (Hospitals, Nursing Homes, Associations).
We allow capturing the feelings of "non-connected" staff (Nurses, caregivers, educators) without weighing down their daily life. Our HR AI analyzes verbatims in real-time to detect weak signals of value conflicts and exhaustion, allowing you to act before departure or sick leave.
Vocational crisis and absenteeism threaten continuity of care.
Here are the structural stakes Octomine addresses:
With a large majority of establishments having recruitment difficulties, every departure is critical. Attractiveness is no longer played out only on salary (Ségur), but on real working conditions. If you don't listen to daily irritants (schedules, equipment), retain your caregivers.
Physical and mental pressure is intense. The feeling of "doing one's job poorly" due to lack of time (ethical conflict) is the number one burnout factor among caregivers. Measuring QWLC is not an option, it's an obligation to ensure patient safety and obtain your certifications (HAS).
In large associations or multi-site hospital groups, field staff often feel misunderstood by a management perceived as "distant" or "managerial". Restoring this bond of trust is essential to engage your teams in establishment projects.
| 🎯 Problematic | 🛠️ Octomine Solution | ✅ Benefit |
|---|---|---|
| “Non-Connected” Staff. Caregivers, Hospital Service Agents, or educators don't have computers. Excluding them from surveys reinforces frustration. | “Break Room” QR Code Access. Simple and secure connection via personal smartphone or service tablet. Surveys < 3 min. | Inclusion & Recognition. Finally give a voice to the “invisible ones” in daily contact with users/patients. |
| PSR & Emotional Load. Your teams experience heavy situations. Free comments are often long and emotionally charged. | AI Semantic Analysis. Octomine AI analyzes verbatims to distinguish “structural fatigue” from “ethical malaise” or harassment. | Targeted Prevention. Identify units in real suffering to deploy discussion groups or psychological support in the right place. |
| Organization & Planning. Schedule changes, 12h shifts, cuts… Work organization is the #1 irritant. | “Pulse” Reorganization Polls. Measure the impact of a schedule change on fatigue and personal life after implementation. | Organizational Agility. Adjust your organizations to find the balance between service continuity and personal life. |
| Understanding Departures. Why do your staff leave after 2 years? | Exit Surveys (Offboarding). Automate collection of departure reasons to identify real causes (Management? Remuneration? Meaning?). | Retention. Move from assumptions to facts to correct your integration and management processes. |
Context: A major personal equipment chain (150+ points of sale) faced increasing difficulty recruiting and retaining its Store Managers (SM).
Contrary to HQ's preconceived ideas, which thought it was a compensation problem, the survey revealed a feeling of isolation among SMs and administrative overload distancing them from the field.
Implementation of quarterly “Feedback Loops” and simplification of reporting processes flagged as “irritants” via the platform.
• 12% turnover on store management positions.
• +8 points in global eNPS (Engagement Level).
• Identification of 4 localized toxic practices, corrected by training regional managers.
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