Moodbeam Wristband Lets Employers Know the Mental Status of Employees

The coronavirus led pandemic forced organizations to adapt to work from home culture. So far, many companies, organizations, and researchers have tried different methods to track people’s mental health.

For an individual, working from home can become stressful at times and employers need to help their employees cope up during this phase. There is a new wearable solution dubbed Moodbeam Wristband which can tell an employer how their employees are feeling.

The Moodbeam Wristband looks like any other fitness tracker available in the market but instead of a display, it sports two buttons: a yellow button and a blue one. Whenever an employee feels happy, he can simply press the yellow button. Similarly, if he is feeling sad or stressed out, he can press the blue one.

The Moodbeam Wristband uses Bluetooth to connect to an app on smartphones that shows a report of the data collected by it. The device records your data and sends it to the app anonymously. This way, an employer will be able to see a cumulative report of his employees’ mental status on the app’s dashboard. After checking the status, he can take the necessary steps.

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Moodbeam is co-founded by Christina Colmer McHugh. When Christina’s daughter was struggling at school, she wanted to create a way for her child to let her know about her feelings and after a lot of work, she came up with the idea of Moodbeam. The Wristband is made commercially available in 2016.

Christina said in a statement, “Businesses are trying to get on top of staying connected with staff working from home. Here they can ask 500 members: ‘You ok?’ without picking up the phone.”

As per reports, UK charity organization Brave Mind is now using Moodbeam to monitor its staff’s mental health. Paddy Burtt, the trustee of Brave Mind said, “One member of the team was in an uncomfortable place, struggling with a huge workload, and disillusioned with what was going on. It’s not something he would have flagged up, and we wouldn’t have known about it unless we had seen the data.”