Employee surveys are a key tool for the Psychiatric Services Aargau (PDAG) to understand team climate and collaboration. One such survey revealed that teams are perceived as essential support systems but simultaneously face significant challenges.

“The team is our anchor; it gives us so much. And yet, we notice how difficult it is to maintain a good team dynamic.”

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– Beatrice Baur, Head of Personnel Development

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For Beatrice Baur, this insight became the catalyst to find a sustainable solution to strengthen collaboration. She saw the need to provide teams not just with one-off interventions, but a structured, long-term tool. At the same time, she needed a solution that would reduce her department’s workload and make it possible to support change sustainably and efficiently. She recognized that a digital tool like Moodtalk could help teams receive regular feedback and derive concrete actions—without HR needing to drive each change actively.

“Moodtalk gives our teams a tool they can use to work on their collaboration in a structured way. It's easy to use—even for colleagues who don’t work with digital tools daily.”

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– Beatrice Baur, Head of Personnel Development

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Moodtalk was identified as the ideal solution to strategically unburden HR and allow teams to continuously reflect on and improve their collaboration. Instead of conducting occasional workshops, Moodtalk's Teamwork Assistant was intended to provide ongoing feedback and enable teams to derive concrete actions from it.

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After a pilot trial and its initial success, the executive board supported Moodtalk’s implementation and approved its use throughout the organization.

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A key advantage was its seamless integration into existing processes. “Moderation is supported by recommendations from the Teamwork Assistant, so teams aren’t faced with interpreting everything themselves or inventing new methodologies,” Baur explained. This reduced workload for both managers and the HR department, as less manual support was needed.

“Leaders are now independently working with their teams using Moodtalk. They no longer need us as external facilitators—they have a tool to work autonomously on team collaboration.”

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– Beatrice Baur, Head of Personnel Development

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For Baur, Moodtalk's introduction meant significant relief. She could focus on strategic topics while teams took responsibility for improving their own dynamics. HR was no longer burdened with recurring moderation or individual evaluations but could intervene precisely when necessary.

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“Without a tool like Moodtalk, we’d need to hire many more people in HR—that’s just not realistic,” she added. Moodtalk allows sustainable team development with limited resources and ensures that teams can continuously work on improvement.

“We’re in the people business. Our teams can only give their best when they work and communicate well together. Moodtalk supports exactly that.”

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– Beatrice Baur, Head of Personnel Development

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The employee survey provided key insights, but only through Moodtalk could PDAG implement them in a structured and sustainable way. For Baur and her team, this meant a noticeable relief, as Moodtalk empowered teams to independently and consistently improve their collaboration. The positive response shows: structured and continuous reflection not only improves team cooperation but also reduces the manual workload for HR.

“I’d flip the question: which organization shouldn’t be using Moodtalk? I can’t think of any.”

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– Beatrice Baur, Head of Personnel Development

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Any organization that values a strong team culture can benefit from Moodtalk. Especially in organizations with complex structures or numerous teams, it offers an effective way to systematically improve collaboration without overburdening HR.