Keep Your Staff Healthy In 5 Steps!
Step 1 – See where the risks are
There are several ways to map health in a company. Examples are risk inventory and evaluation (RI & E), health checks and employee satisfaction surveys. However, Snoek emphasizes: “You know best where your personnel is most at risk, whether you are working under high pressure or doing a lot of sitting work, for example, many of our boys work outside and do it physically heavily. And that is our focus. “
Step 2 – Determine what your people need
Based on the risks, determine your follow-up steps, make a plan of action (for larger companies this is often part of the RI & E). Snoek: “Remember what you do: what do my employees need and what can I do to support them?” He uses his system: “I sometimes compare my approach to how a professional football organization works. For support, professional footballers can go to a doctor, a physiotherapist, a nutritionist, a coach, a psychologist … My staff too.”
Step 3 – Facilitate, stimulate
“My tip: support actions that focus on prevention and not on absenteeism. Many problems can be solved at an early stage. We have a physiotherapist in-house to treat employees with complaints and for giving movement. – or nutritional advice, he is also a counselor: he or she wants to contact a psychologist or a coach and to avoid unilateral physical workload, employees work together weekly during working hours.
Step 4 – Make health a shared responsibility
“Create support and awareness, that’s important So tell us what you’re doing, give staff a clear role and involve them, especially the risk cases A working group consisting of boys with different functions, thinks and we take a critical look at it and the men who work outside have recently tested UV clothing and multilayer clothing that prevents them from cooling down too much due to sweating. “
Step 5 – Keep a finger on the pulse
Failure figures, results of annual check-ups and employee satisfaction surveys: there are many possibilities to monitor the policy. “But be especially present on the shop floor, take action where necessary, with a human dimension, if someone reacts emotionally or if leave is requested with unclear reasons, please start the conversation.” “Last but not least, I was at home with one of my employees. to talk honestly and openly about why it grows above his cap, with the attention you prevent worse. “