Long-term sick leave and its causes
The number of long-term sick people has doubled from 2008 to 2022 to more than 500,000 people. For 37% of these people, the cause was found in the psychosocial sphere, and 2/3 of this 37% is due to burnout or depression. Although in the past the causes were often sought in the personal sphere, it appears that absenteeism is only 20-30% exclusively in the personal sphere.
This also means that 70-80% of the possible causes of absenteeism are work-related to some extent. It is therefore important to also look at the work context of these people. Companies can focus more on these work-related factors to support their employees and prevent absenteeism. This can be done by focusing on two pillars: the organization's well-being policy and the role of managers.
Well-being in four pillars - the IGLO Model
The IGLO model by Karina Nielssen et al. (2018) is a useful tool for looking at well-being in the workplace. This model looks at four levels that have an impact on well-being:
- I = Individual (i.e. the individual)
- G = Group (i.e. the team)
- L = Leadership (i.e. the managers)
- O = Organization (i.e. the organization)
In the past, the focus was often purely on the individual, but paying attention to the three other pillars has a better effect because work is then done on different levels.
It is also possible to work more broadly and holistically towards well-being, outside the IGLO model. The four pillars are: physical well-being, mental well-being, financial well-being, and social well-being. In the case of 'mental' well-being, both the impact of job satisfaction and that of self-realization and development are considered.
Barriers for Managers
Managers play a crucial role in promoting well-being in the workplace, but they encounter various barriers that hinder their efforts. One of the biggest challenges is a lack of knowledge about well-being-related topics such as burnout, which makes it difficult for them to provide effective support. In addition, managers may feel insecure about their competence to deal with these themes and support their team. They not only need practical support from the organization, but also emotional support to better deal with these responsibilities themselves. Their own well-being is an important factor in this; stress and personal challenges can limit their capacity to care for others.
In addition, well-being themes are often hampered by the stigma surrounding them, both in society and within the organization, which makes open communication difficult. The corporate culture plays a crucial role in this. A psychologically unsafe climate can ensure that policy only exists on paper without actual application in practice. It is essential that the organization creates a culture in which psychological safety is guaranteed, so that well-being policy can be effectively implemented and managers receive the support they need to guide their teams well.
BloomUp as support for a holistic approach
If we follow the above IGLO model, we see that BloomUp is very strong around the 'Individual' pillar. This is partly due to the offering of self-help and online therapy to employees who need it, and also to those who are interested in these topics and are open to personal development.
Additionally, BloomUp's Customer Success team strongly focuses on both the 'Team' and 'Organization' pillars. This is achieved by involving a broader group of stakeholders in the rollout of BloomUp within the organization (union representatives, management, confidential advisors, prevention advisors, managers, etc.). But also by communicating with the organization on a regular basis (for example, via newsletters), with the aim of sharing knowledge around the theme of mental well-being. BloomUp can also help with organizing events (workshops, etc.) to make mental well-being (more) discussable.
Finally, looking at the 'Managers' pillar, specific e-learning modules offer support. For example, the new module on 'Supportive Leadership' teaches you to focus on the team and support them as well as possible to achieve their goals as effectively and efficiently as possible. Other e-learning modules can also be viewed from the perspective of managers, such as the 'Burn-out' or 'Dealing with Stress' modules, which managers can not only benefit from themselves, but also follow 'preventively' to better understand how their team members end up in this situation, what impact it has on them, and how they can better support their employees.
Finally: Create a Holistic Well-being Policy
Ultimately, well-being in the workplace can only be promoted if all levels of the organization are addressed. By taking a holistic approach, organizations can create an environment in which employees feel supported and understood, leading to a more productive and healthier work environment. Do you want to set up your own holistic well-being policy within your organization? At BloomUp, we have the necessary experience in supporting the implementation of (part of) such a policy. Feel free to speak to someone from our team without obligation and discover together how we can support your organization in promoting well-being in the workplace.
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