Workplace health promotion: balance makes successful
According to an online survey of 1400 employees conducted by the Bern University of Applied Sciences and the Travail Suisse trade union, overall average job satisfaction in Switzerland reached a pleasing 7.5 points on a scale of 1 to 10 in 2018. At the same time, 40% of workers felt frequently stressed and 30% strongly stressed, which can reduce employee motivation and productivity.
Job satisfaction and stress vary depending on the person, qualification, function and company. Working conditions and work climate influence individual motivation to work, as do perceptions of trust, recognition and prospects. Participation in operational developments and successes are also motivating factors for employees. Last but not least, external criteria influence the mood at work, for example health, standard of living, sense of community and time autonomy.
Employees criticize work situation
Apparently, work and life satisfaction are closely linked, but often not in balance. In a wide variety of surveys, there are numerous criticisms from employees about uncoordinated collaboration, unplanned work interruptions, excessive time pressure, too much overtime and reduced compatibility with private life. Feelings of exploitation, lack of information and opportunistic superiors are also repeatedly complained about, as are concentration problems, fear of making mistakes, exhaustion and insomnia. In addition, foreseeable changes in the world of work have a stressful effect on many employees: automation, digitization and rationalization of tasks and work processes.
Compensatory measures
It is obvious that such working conditions reduce the motivation and productivity of many employees. Institutions and companies that are committed to more balanced working conditions for their employees have a competitive advantage. A prerequisite for success-oriented workplace health promotion and stress prevention is knowledge of the employee's condition and personal needs: for example, self-development, performance, development, success and recognition, but also health, social commitment, family, friends and enjoyment of life. In employee surveys, suitable compensatory measures against various stress factors can be validated in addition to the company constitution and needs.
The following list does not claim to be exhaustive:
- Integrating project and schedule planning;
- Processes of schedule adjustment and co-determination;
- Information rules of cooperation;
- Transparent interface management;
- Shorter meetings while standing instead of sitting;
- Screened office workstations;
- Home office options and rules;
- Commuter-friendly work hours;
- Deployment and overtime management, and much more.
Involving employees provides those responsible with an accepted basis for effective compensatory measures. It is important that they can be applied easily and transparently in the individual work areas. The result will be fewer absences and fluctuation, more focus and identification on the part of the employees.
Backlog
The results of the mentioned study were published in October 2018. Further information is available here and here (incl. interactive graphic). Other Studies Although they paint a more positive picture of job satisfaction, they also see a need to catch up in many areas when it comes to workplace health promotion.
Author:
Jens Feger is the owner of Feger Marketing, www.fegermarketing.ch
