On the way to a healthy organization EN

The pandemic outbreak has made health the all-dominant mega trend. Health has become synonymous with the good life. In our everyday working lives, we are often exposed to stresses such as time pressure or excessive demands, which is why health promotion plays a special role here. With the introduction of occupational health management (or BGM for short), health-promoting structures and processes are created in an organization and employees are empowered to take responsibility for their own health-conscious behavior. But what does this mean?

More than yoga classes and fruit baskets

Stress in the workplace refers to the imbalance between the stresses a person is confronted with and the available options for coping with stress, the resources. If employees have resources at their disposal to cope with stress, this stress can be significantly reduced. Resources can be, for example, supportive supervisor behavior or general appreciation. The more the relationship between stress and resources is disturbed, the more frequently stress and absenteeism occur. By systematically introducing occupational health management, appropriate resources can be created and stress reduced. Health promotion at the workplace thus means much more than introducing yoga classes or providing a fruit basket.

Sustainable and participative introduction process

The first step is to raise awareness among management and encourage their willingness. It must be fully behind the approach. After all, the introduction of OHM is not a short-term project. BGM must be anchored as a fixed component of work and cooperation within an organization.

The first step is to analyze the current situation and identify the needs of the employees. With the help of these findings, areas in need of action are identified and concrete goals are derived. Finally, measures can be defined based on the goals set. To ensure a continuous improvement process, the measures must be reviewed regularly. Throughout the process, employees are actively involved and value is placed on good communication.

Tailor-made measures

The most original measures are of no use if they are not supported by the workforce. Organization-specific characteristics, such as organizational culture or demographic structure, have a decisive influence on the success of the measures. Accordingly, the measures vary widely and range from the introduction of flexible working time models to the redesign of annual appraisals and the provision of company bicycles. The scope of the measures depends not least on the resources that the organization is willing and able to make available for BGM.

Empowering People

Once the measures have been defined, the next step is detailed planning and implementation. Here, too, employees play a key role. Although the employer bears the main responsibility for OHM, no successful OHM can be achieved without the commitment, experience and knowledge of the employees. The goal of FORAN is to accompany companies on their way to a healthy organization, to provide them with the necessary equipment and to enable the employees to implement the measures independently.

Would you like to learn more about this topic?

Then please contact Jasmin Weber

Möchten Sie mehr zu diesem
Thema erfahren?
Dann melden Sie sich bei Jasmin Weber