When leaders commit to healthy, accessible, and consistent environments, they protect their team and strengthen the company's reputation, productivity, and sustainability.
SANTO DOMINGO – Beyond design, ergonomics, and comfort, a company's structural well-being is built from within and at a very deep level. Industry leaders must understand that this involves reviewing how work is organized, how the team is supported, and how accessible the spaces they promote truly are.
“Companies that implement effective wellness programs double their return on investment and reduce absenteeism by more than 40%, in addition to improving internal brand perception and organizational culture,” says the Wellness Panorama in Companies 2025 , published by Wellhub.
Furthermore, studies by the Gallup consulting firm, cited by Blum Consulting (2025), show that organizational well-being is directly linked to profitability and talent retention.
In an interview published by Rocking Talent in November 2023, Renata Maldonado, a Peruvian psychologist and Avon executive, stated that “ good leadership begins with the leader’s own self-awareness ,” emphasizing that emotional balance and personal consistency are key to leading healthy teams.
Warning signs: Does your company need to assess its structural well-being?
High staff turnover: if employees leave frequently, there may be problems with the work environment, lack of recognition, or overload.
Recurring absenteeism: days lost due to illness or stress are indicators that something structural is not working.
Low participation in training or internal activities: When the team is not involved, there may be emotional disconnection or a lack of motivation.
Frequent complaints (formal or informal): negative comments about leadership, workload, physical spaces, or internal communication should be taken as warning signs.
Misalignment between discourse and practice: If what the company communicates is not reflected in daily experience, internal reputation suffers.
Tense or uncooperative work environment: Deteriorated interpersonal relationships affect productivity and the institutional image.
Lack of accessibility or inclusive infrastructure: The absence of ramps, clear signage, or adapted spaces may exclude certain audiences and collaborators.
Lack of knowledge of protocols or communication channels: If the team does not know how to act in a crisis or how to report concerns, there is a structural failure.
What is being said about workplace well-being?
The Dominican College of Psychologists (CODOPSI) promotes a professional practice that prioritizes emotional well-being as an integral part of organizational development. Its Code of Ethics and Discipline establishes principles of confidentiality, respect for human rights, and social responsibility, all applicable to real estate management.
In their article of April 12, 2024, UPAD Psychology & Coaching , a center founded in 2009 by Fernando Callejo and Carlos Rey at the Autonomous University of Madrid, highlights that corporate well-being is key to organizational success.
According to UPAD, psychologists play a fundamental role by offering training, strategic advice, and intervention protocols that promote healthy and sustainable work environments.
A company that takes care of its team, they say, not only improves productivity, but also builds a positive culture that directly impacts talent retention and customer satisfaction.
This approach can be adapted to the Dominican context, especially in real estate companies seeking to strengthen their reputation from within.
Where to begin?
Internal audits : They evaluate work climate, workload, accessibility, and emotional safety.
Key indicators: Talent retention, absenteeism, participation in training, perception of equity.
Active listening: Brief surveys, digital mailboxes, and feedback meetings.
Inclusive infrastructure: Ramps, clear signage, adapted bathrooms and rest areas.
Ethical digital management: Clear protocols for network use, data protection, and internal communication.
To do?
Recognizing that well-being is strategic : well-being is not an added benefit, it's part of the business model. According to UPAD Psychology & Coaching, leaders must cultivate environments that promote personal and professional growth, managing stress and fostering a supportive culture.
Practicing self-awareness and consistency : Renata Maldonado, HR director at Natura (Avon, Body Shop), states that healthy leadership begins with the leader himself: his ability to recognize limits, communicate with empathy and act with consistency.
Activate structural assessment protocols: this includes internal audits, employee climate surveys, accessibility reviews, and emotional workload analyses. In the real estate sector, it may also involve reviewing how physical spaces impact the work experience.
Seek specialized professional support
Industrial psychologists : experts in organizational climate, emotional management and burnout prevention.
Internal communication consultants : help align discourse and practice, and design effective listening channels.
Specialists in accessibility and inclusive design : they advise on physical and digital infrastructure that promotes equity.
Organizational culture facilitators: They work on values, ethical leadership, and team cohesion.
Partner with local institutions
In the Dominican Republic, the Dominican College of Psychologists (CODOPSI) promotes ethical and responsible practices in work environments. Its Code of Ethics can serve as a framework for designing structural welfare policies.
In this sector, prioritizing structural well-being is not just a matter of ethics; it's a smart investment. When leaders commit to healthy, accessible, and consistent environments, they not only protect their team but also strengthen the company's reputation, productivity, and sustainability.
