Because I care about people's health



Although hazards due to mental stress are only partially observable from the outside, they can still be identified. In a first step, managers can get an idea of the situation in their area themselves.

The following sources of information, for example, can provide indications of possible problem areas:

Evaluations of employee surveys that provide information about working conditions and well-being, such as disruptions in work processes and social relations, problems with work-life balance, etc.

- Statements from supervisors, safety professionals and confidential counsellors who have heard of problems. 

- Records of working hours: excessively long working days (more than 9-10 hours), high residual leave balances, non-stop working through, etc.

- Observation of the above-mentioned indicators of psychological stress.

After an initial assessment, it is important to share one's subjective picture with those affected. In this way, possible discrepancies can be traced and more can be learned about suspected and as yet unrecognised problems. Because often important aspects are not perceivable from the outside or are weighted differently.

Managers can come up against limits here due to their function. The fear of personal disadvantages if an employee discloses his or her problems can lead to distorted statements. For this reason, it usually makes sense to involve external experts with knowledge of occupational and organisational psychology.

Depending on the results of this initial assessment, it may be useful and necessary to subsequently carry out a systematic assessment of the risk of mental stress. There are various proven methods and professionals to prevent psychosocial risks in the workplace.

Requirements for the competence profile of a professional for the prevention of hazards due to mental stress:

- Knows different approaches to deal with psychosocial risks.

- Has the competences to organise the entire process: from the identification of mental stress to the development of appropriate measures and their review.

- Is able to select the appropriate procedure for the specific requirements of a company.

- Has in-depth methodological competences for the systematic identification of mental stress using suitable tools.

- Has experience in facilitating group discussions and processes.

Betriebliche Gesundheitsförderung

Betriebliche Arbeits- und Organisationsgestaltung, Verbesserung der Gesundheit und Wohlbefinden am Arbeitsplatz, Arbeitsmotivation, Absenzen-Management und Case-Management.  

Promotion de la santé en entreprise

Travail opérationnel et conception organisationnelle, amélioration de la santé et du bien-être sur le lieu de travail, motivation au travail, gestion des absences et gestion des cas.  

Workplace health promotion

Operational work and organisational structure, improvement of health and well-being at the workplace, work motivation, absence management and case management.