Measuring the quality of work environments in the network of health and social services in Canada is now part of the institutional accreditation process. In this context, the “supply” of measurement tools is booming. Among the metrics available, reliable and valid from a scientific point of view, some are more designed to denounce situations of risk for the health of individuals, others are more designed to facilitate the introduction of planned change process using participatory approaches managed by the management. Some are more critical, others more functional. We suggest in this paper that the merger of these two positions in a “psychosocial, systemic and critical” approach is likely to generate more benefits, both for individuals (health, satisfaction) and for organizations (efficiency, quality). This act of Congress that support the psychological climate defines the essential qualities of a healthy workplace and assesses the risks to the physical and psychological health of individuals while allowing to develop a planned change of strategy that takes into account the complexity of issues and the diversity of stakeholder groups.