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Mobile Psychological Counseling: 64% of Respondents Experienced It as Their First Counseling | Case Study of Operating 3 On-Site Counseling Centers Alongside Stress Screenings
2026.10.19 15:54
Case Studies · Public Institutions · Petrochemicals · Distribution · On-site Consultation
Mobile Psychological Counseling: 64% of Respondents Experienced It as Their First Counseling | Case Study of Operating 3 On-Site Counseling Centers Alongside Stress Screenings
Operation Method of Outreach Psychological Counseling: Case Studies of Three Workplace Visits Connecting Stress Screenings (HRV·DSI) to 1:1 Counseling
We conducted psychological counseling by visiting three public institution hubs, a petrochemical company, and a distribution company's workplaces in person. A method of taking a stress screening first and reviewing the results with a counselor. By doing so, the barrier to counseling was lowered, and in the field of public institutions, 64% of respondents were employees who received counseling for the first time. It was.
View at a glance
Instead of saying, “Please come in for counseling,” we guided them to “Check your stress level.” We designed the conversation interpreting the screening results to naturally lead to one-on-one counseling, allowing them to meet even staff members who are usually difficult to access at regular counseling centers.
Instead of saying, “Please come in for counseling,” we guided them to “Check your stress level.” We designed the conversation interpreting the screening results to naturally lead to one-on-one counseling, allowing them to meet even staff members who are usually difficult to access at regular counseling centers.
📌 How to approach an employee who is new to counseling
Even with an in-house EAP, many employees find the very idea of "going for counseling" burdensome. More often than not, they hesitate not because they do not need counseling, but because they do not understand what it entails.
Nudge EAP does not prioritize counseling Stress checkup entrance We set it as such. If it is a session where employees review Heart Rate Variability (HRV) and Dystrophic Score Index (DSI) results with a counselor, they can enter with the mindset of "going to check my condition." The location, too. Inside the workplace where employees work We set it so that you could participate by simply taking a short leave.
🏢 Case Studies at a Glance
| item | detail |
|---|---|
| Target | 3 public institutions (economic promotion) hubs · petrochemical companies · distribution companies |
| Operating method | Workplace visit · Stress screening (HRV·DSI) + 1:1 counseling · Combined with some on-site drawing tests |
| scale | 6–13 applicants per site, operated in-depth through small-group sessions |
| Key Results | 64% of public institution respondents reported their first consultation, and responses regarding reuse and necessity were high across all three sites. |
| Subsequent connection | Guide to the individual counseling application process for employees in need |
📊 Results from 3 On-site Consultations
| site | participation | Key Results |
|---|---|---|
| 3 public institution hubs | 13 people applied | respondent 64% first consultation · 100% intention to reuse |
| petrochemical companies | 7 people (5 respondents) | All respondents said, “It is necessary at the organizational level.” |
| distribution company | 6 people (4 respondents) | All respondents expressed an intention to reuse |
The most meaningful number in the field of public institutions is First consultation 64% This means that employees who were usually difficult to meet through regular consultation channels experienced counseling for the first time at this event. In the petrochemical industry, all respondents answered that such support is necessary at the organizational level, and in the distribution industry, all respondents also stated that they would like to use it again.
In petrochemical companies New employees' fatigue is high It appeared. Nudge EAP organized these results into group tendencies rather than individual scores. Group tendencies are useful as a basis for selecting the target audience and timing for the next program.
Shall we try on-site consultations at our company as well?
If you let us know the workplace location and work type, we will design the number of on-site consultation sessions and operational methods together.
Inquiry about on-site consultation🛠️ This is how Nudge EAP was operated
Entrance Program We have structured the program to include stress screenings, allowing even employees with no prior counseling experience to apply without hesitation.
Check-up and consultation in one place — Interpretation of examination results and 1:1 counseling were conducted, and some sites also operated drawing tests.
Workplace Visit Public institutions visited three locations, and companies held consultations at their workplaces.
Consultation connection later — After the on-site consultation, we guided employees who needed to talk further on how to request individual counseling.
Summary of results — We summarized and reported on participation by site, first consultation rate, intention to reuse, and on-site opinions.
🧩 Here's how to prepare for on-site counseling
| item | Standards for determining | Operation Tips |
|---|---|---|
| location | A separate soundproof space within the workplace | A place where movement is less visible than in a meeting room |
| Entrance Program | Stress screening, drawing test, etc. | Guided to “Check My Status” rather than “Counseling” |
| Episode size | 6 to 13 people per site | Ensure sufficient time per person |
| receipt | Do not share the list with department heads or colleagues | Separate the application path |
| Subsequent connection | Guide on how to apply for individual counseling | Delivered via a one-page notice |
💡 Tips for Operating On-Site Consultations
Space becomes “a place where you cannot hear when the door is closed.”
While counseling within the workplace reduces the burden of travel, employees receiving a consultation for the first time worry that the conversation might be heard outside. Rather than a meeting room A separate soundproof space Check this in advance and separate the application channels so that the application list is not shared with the department head or colleagues.
While counseling within the workplace reduces the burden of travel, employees receiving a consultation for the first time worry that the conversation might be heard outside. Rather than a meeting room A separate soundproof space Check this in advance and separate the application channels so that the application list is not shared with the department head or colleagues.
Q. What is the appropriate number of people for on-site counseling?
As in this example, operating with a group of 6 to 13 people per site allows for sufficient time per person. If the target audience is large, we recommend dividing the visits into sessions and visiting regularly.
Q. Are the test results shared with the company?
Individual results are not shared. We only summarize group-level trends and guide companies to use them for planning the next program.
💬 Commonalities of the Three Sites
All three sites operated on a small scale, with the examinations located within the workplace and serving as the entrance. Although the industries and work styles differed, the structure—where “no movement was required and the word ‘consultation’ was not burdensome”—helped in meeting employees experiencing consultation for the first time.
✅ Checklist for Preparing On-site Counseling
- ☐ Is the counseling space a place where conversations cannot be heard from the outside when the door is closed?
- ☐ Have you separated the submission channels to prevent the application list from being shared with department heads or colleagues?
- ☐ Are there entry programs, such as health checkups and tests, that anyone can participate in?
- ☐ Do you provide a single sheet of information on how to apply for individual counseling after an on-site consultation?
- ☐ Are satisfaction and intention to reuse reported along with the number of respondents?
The barrier to counseling often begins with the word "counseling." If you design a location that is accessible and offers a casual entrance similar to a medical checkup, the number of employees experiencing counseling for the first time will increase.
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👉 On-site EAP
We design a comprehensive plan that includes on-site counseling sessions and connections for individual counseling, tailored to your workplace location and work style.
Inquire about EAP Implementation & Operation →This article is based on a case study of Nudge EAP operation. Operational outcomes may vary depending on the organizational situation and operating methods. If you are in a mental health crisis or face immediate danger, please contact 112 or 119 first, and you can use the suicide prevention hotline 109 (24 hours).
Health Management | psychological counseling | Safety Management | Organizational culture | greeting
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- 03CommentsWe also have a lot of short-term contract workers during peak season, so I get confused every time I have to handle the training for rehired employees. I'm also curious how other places handle cases where contracts are renewed immediately without any gaps.132226.10.21
- 01coach AnswerHello, this is Nudge EAP ☺️ You should group tasks based on whether the actual work type and conditions are the same, rather than the process name. Tasks can be considered the same if the worker posture, number of repetitions and time, handling weight and frequency, movement, and equipment and tools are similar. Therefore, even within the same assembly process, it is better to separate "seated assembly" and "standing assembly while moving materials" into separate tasks. First, list the detailed tasks within the process and compare them using the criteria above; separating only the tasks with significant differences makes organization easier, even with a large workforce. If there are multiple tasks under the same conditions, you can select a representative sample that includes the worker with the highest workload. The KOSHA guide suggests using at least two tasks with high work intensity as a sample when there are 10 or fewer identical tasks. Shifts can be grouped together if the equipment, workload, speed, and personnel are the same, but if the conditions differ, please separate them by shift. For rotation workers, you can make a judgment by recording all detailed tasks performed during the day, along with the time and frequency of each. For the final classification, confirm the opinions of on-site workers, and if you record the basis for the grouping on the survey form, it will be easier to explain during inspections.753326.09.18
- 02CommentsThe distinction between receiving a report and reaching a conclusion is important. Global HR teams should secure immediate protection and confidentiality before trying to decide whether the conduct legally qualifies as harassment.734426.09.02
- 03coach AnswerHello, this is Nudge EAP.☺️ The simplest method is for employees to simply receive guidance and apply directly, as the company does not transfer personal information. If you want a health manager to forward a name and contact information to an EAP agency for contact, it is safer to explain the receiving agency, purpose, items, retention period, and the right to refuse consent, and to obtain clear consent from the individual. Since checkup results and symptoms are sensitive health information, do not consider them included in the existing health checkup consent; instead, please write down only the content to be conveyed and obtain separate consent. In practice, it is common to separate the options into ① consent for forwarding name and contact information and ② consent for forwarding checkup results and symptoms, ensuring that there is no disadvantage in using the EAP even if the second option is not agreed to. The burden of repeating explanations can be reduced by providing the option for employees to send a summary of their consultation request, written directly by the employee, to the agency. However, since the wording and procedures may vary depending on whether the contract with the EAP agency involves the outsourcing of personal information processing or the provision of information to a third party, please review the contract details with your in-house personal information manager before implementation. It is a good idea to define the scope of responses in advance to the company to prevent unnecessary feedback regarding consultation requests or their content.698926.09.21
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