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Articles in MIT Sloan Management Review Brasil

Research and analysis by Great People's team on psychosocial risk, NR-1, mental health and leadership.

Articles are in Portuguese and open on mitsloanreview.com.br.

  1. A anatomia dos riscos psicossociais do trabalho

    Victor M. Correa, Pedro Shiozawa, Ruy Shiozawa, and Quirino Cordeiro

    An analysis of psychosocial risks across 2,081 companies shows how sector differences can be hidden by aggregate indicators.

    • The benchmark covers 2,081 companies in eight sectors, with 1,500,509 workers.
    • With equal weight for each sector, 66 of the 104 sector and factor combinations (63%) fell in the action band, although none of the 13 factors reached the highest bands in the overall average.
    • Organizational justice was the only factor in the action band in all eight sectors, with a mean index of 7.34, 22% above recognition (6.00).
    • The new NR-1 text took effect on May 26, 2026, and requires no single questionnaire, matrix or index.
    • The AGIR cycle takes the diagnosis into management in four moves, which are assessing the context, grading the priority, intervening on the mechanism and reviewing.
    Read article: A anatomia dos riscos psicossociais do trabalho (opens in a new tab)

  2. Dois pesos, duas medidas

    Victor M. Correa, Ruy Shiozawa, Pedro Shiozawa, and André Nardy

    Six years of data show why organizational-health diagnoses must be calibrated by sector, since the same indicator can signal risk or protection in different contexts.

    • The study analyzed 17,840 surveys across nine sectors from 2020 to 2025, with researchers from Santa Casa de São Paulo's Organizational Neuroscience Laboratory.
    • Health-related language combined with a positive tone identified 80% to 88% of distressed companies in every sector tested in 2024.
    • The same data point changes meaning by sector. High turnover goes with wellbeing in finance and signals distress in retail.
    • The article proposes three filters for reading indicators, which are context, direction and protective factor.
    Read article: Dois pesos, duas medidas (opens in a new tab)

  3. O paradoxo da positividade – o que seus dashboards não estão mostrando

    Victor M. Correa, Ruy Shiozawa, and Pedro Shiozawa

    How linguistic signals reveal mental-health risks that conventional engagement metrics may miss.

    • The Too Well to Be Well study analyzed data from 9.7 million employees at more than 6,700 Brazilian companies over five years.
    • The correlation between engagement metrics, including internal NPS, and psychological wellbeing was below 0.04.
    • Companies that combine distress vocabulary with a positive tone are three to four times more likely to be in the bottom wellbeing quartile.
    • Analytical language, with cause-and-effect reasoning, works as a protective factor.
    Read article: O paradoxo da positividade – o que seus dashboards não estão mostrando (opens in a new tab)

  4. Trabalhar para (sobre)viver

    Ruy Shiozawa and Pedro Shiozawa

    Purpose, growth and clear leadership form a practical agenda for protecting mental health while sustaining performance.

    • In a Great People survey of more than 80,000 employees at 155 companies, the wellbeing index fell from 81 points in 2024 to 76 in 2025.
    • More than half of professionals said mental health is now their biggest personal challenge.
    • Environments with high cognitive stimulation showed 35% fewer signs of emotional exhaustion, even under high pressure.
    • The three protective factors are purposeful work, a culture of growth and empathetic leadership with clarity.
    Read article: Trabalhar para (sobre)viver (opens in a new tab)

  5. Gestão da mudança é, antes de tudo, gestão do bem-estar das pessoas

    Ruy Shiozawa and Pedro Shiozawa

    Five practices for leading change while preserving cognitive clarity, mental health and the human capacity behind transformation.

    • The research analyzed ten Brazilian companies that went through deep change between 2022 and 2024, with about 100,000 employees.
    • Language algorithms assessed more than six million words of spontaneous comments about workplace climate.
    • The five practices are managing time with intent, resetting priorities with objective criteria, reducing noise, ritualizing care and measuring mental health as part of management.
    Read article: Gestão da mudança é, antes de tudo, gestão do bem-estar das pessoas (opens in a new tab)

  6. Os aprendizados no ecossistema GPTW

    Ruy Shiozawa

    A case study on leading change, digital culture and the transformation of an organizational ecosystem.

    • The management model rests on purpose, alignment with autonomy, flexibility, celebrations and communication.
    • With business down 70% early in the pandemic, GPTW turned into ten companies in one year.
    • No employee was laid off in 2021, and the team grew 50% from the start of the pandemic.
    Read article: Os aprendizados no ecossistema GPTW (opens in a new tab)

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