Photo: Karolinska University Hospital Designing a health promoting workplace A tool for pursuing wellness on the job 1
The health promoting workplace Definition A health promoting workplace focuses on vibrant health and prevents illness while supporting rehabilitation on the individual, group and organizational levels. Individual Group Organisation Comprehensibility We understand the demands to which we are subject and how to handle them. Health promoting Wellness activities Performance reviews Skills development Orientation Participation Cooperation that works at office meetings Health reviews Career development Supervision Wellness advocates Joint administrative orientation Skills development plan Leadership development plan A broad-based approach is required that combines various interventions to ensure ongoing improvement. The initiative should proceed from Aaron Antonovsky's sense of coherence (SOC) and an emphasis on the wellness factors that revitalize health. Sense of purpose We know where we are going and want to be involved in the effort. SOC Preventive Workplace orientation Targeted physical activities No smoking policy Agenda for employees concerning a systematic work environment effort Safety representative Systematic work environment effort Types of cooperation that work Action plan for work environment Resourcefulness We have sufficient resources and can utilize them efficiently. Rehabilitation/ Follow-up Wellness activities Knowledge about rights and obligations Rehabilitation procedures Contacts with the workplace Procedures for rehabilitation effort Occupational health services Source: Examples of content based on Hälsofrämjande ledarskap och medarbetarskap Lotta Dellve, Katrin Skagert 2008 Source: Figure based on data from Kunskap och metoder för hälsofrämjande arbetsplatser, ISM rapport 9 (2010). The health promoting workplace Common vision and concept for HPH Health promoting care for everyone Pursuing health promoting care that emphasizes proper treatment and equal health opportunities for patients, professionals and the general population. Tool The purpose of this tool is to help supervisors, safety representatives, wellness advocates and others pursue health promoting workplaces. The tool includes six areas for improvement: Values and attitudes Participation and togetherness Communication and meeting places Leadership and employee awareness Health and job satisfaction Learning and career development All six areas are integral to ensuring a health promoting workplace. The area of values and attitudes sets the stage for making the other five a reality. This brochure presents each area along with characteristics of a health promoting workplace. Examples of activities and follow-up measures are discussed for each area. Systems and legislation regulate preventive and rehabilitative interventions. This tools serves primarily as support for the effort in the environmental and wellness sphere. 2 3
1. Values and attitudes Clear objectives that are known to everyone. The workplace has clear values that it manifests we practice what we preach. The workplace has documented ground rules for our attitudes and treatment of each other. Monitor objectives and action plans at office meetings. Make sure that the values are available in a visible place. Promote equal opportunity and diversity in everything we do, including recruitment and performance reviews. Put together common, dynamic ground rules. Proposed follow-up Percentage of employees who are aware of the organization's objectives. Percentage of employees who are fully acquainted with the organization's values. Percentage of employees who are fully acquainted with the ground rules. 2. Participation and togetherness Participation in improvement efforts. Cooperation that works well. Strong sense of togetherness. Employees are able to affect their own situation on the job. Encourage employees to participate in planning. Develop procedures for dialogue at office meetings and other discussions. Arrange activities that promote togetherness. Create opportunities for employees to affect their own situation on the job. Percentage of employees who feel that they participate in improvement efforts. Percentage of employees who feel that cooperation is working well. Percentage of employees who experience togetherness on the job. 3. Communication and meeting places Communication and information pathways work well and are known to everyone. Our meetings are structured and planned well. The workplace has an open, permissive atmosphere. We have a robust feedback culture. Regular office meetings. Set the stage for dialogue at meetings. Brief review sessions that focus on day-to-day activities. Performance reviews and follow-up. Occupation-specific and team meetings. Exchange of views and experiences at the end of the day. Percentage of employees who are satisfied with current communication and information pathways. Percentage of employees who participate at office meetings. Percentage of employees who are satisfied with current meetings. Percentage of employees who offer and receive feedback. 4. Leadership and employee awareness Health promoting leadership. Involved and responsible employees. Leaders and employees who help create a supportive atmosphere on the job. Employees who are proud of the workplace. 4 5
Offer leadership training that incorporates a wellness perspective. Improvement initiatives for employees in the area of health and the work environment. Organize systematic supervisor development and support. Increase employee awareness. Is there an organized supervisor development effort? Percentage of employees who feel that they are involved and assume responsibility. Percentage of employees who feel that they help create a health promoting workplace. Percentage of employees who feel that their supervisors provide health promoting leadership. Percentage of leaders and employees who help create a supportive atmosphere on the job. Percentage of employees who are proud of the workplace. 5. Health and job satisfaction Health perspective considered on a daily basis. Employees assume responsibility for their own health. Time for employees to collect their thoughts and catch their breath. Permission to experience joy and gaiety. Active wellness advocates. No smoking policy enforced. Structures that support wellness efforts. 6. Learning and career development Skills development plan available and used for all employees. Promote ongoing improvement. Atmosphere conducive to career development. Orientation that works well. Skills sharing. Employee survey conducted and action plan drawn up. Time set aside for supervision, thought and learning. Encourage auditing of classes, field trips and educational visits. Orientation for new employees. Reviews with employees who are leaving the organization/ questionnaires. Monitor the skills development plan for employees. Monitor action plans. Percentage of new employees who have completed the orientation programme. Orientation for new employees that works well. Health and work environment on the agenda at office meetings. Offer employees training and lectures about health and the work environment. Offer subsidized wellness and prevention activities. Organize and encourage social and wellness activities. Offer training and networks for wellness advocates. Percentage of employees who feel that they are in good health. Percentage of employees who go to work with a sense of joy. Percentage of employees who participate in health activities. Percentage of employees who take advantage of wellness and prevention subsidies. Percentage of employees who are non-smokers. Photo: HFS Uppsala 2015. County Designing Council a health promoting workplace a tool for pursuing wellness on the job 6 7
This brochure provides a brief overview of six key areas that will help you create a health promoting workplace. This material was put together by the Health Promoting Workplace Team of the Swedish HPH Network. Tools adapted to your organization. The team's website contains examples of tools and materials that will support you in creating health promoting workplaces. See hfsnatverket.se Feel free to adopt this brochure to your organization. You are welcome to use the blank space below for your own wording or logo. To make any changes, write the HPH office at infohfsnatverket@regionostergotland.se www.hfsnatverket.se 8