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A close connection with employees is difficult to maintain, but now more important than ever since we are massively working from home. The new normal does not automatically represent new vitality. Mental and physical resilience is tested to its limits in this day and age. There is a lot of extra pressure on healthcare, remote support and, where possible, working from home. And now, after six months, the results of this new normal are also becoming visible in terms of the vitality of employees. It is important to be prepared for this as a manager.
The goal of the online trainings is to mutually optimize the connection between managers and employees and to contribute to improved health and vitality of employees.
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Staff absenteeism not only results in extra costs, but also increases the pressure on your team and yourself as a manager. Your role is crucial in preventing absenteeism. How do you recognize the signs that an employee is not physically and mentally fit? How do you then deal with this situation in the current period? This requires new insights and tools.
Participants will be offered new tools on how to deal with sustainable employability and vitality of their team, especially during this time, but also for the future after the corona period. What is going on and how can you react as a manager? How do you build resilience in your team and make it part of the work process? What do your employees need?
As a manager, explore work-related stress within yourself and among your employees. Develop a strategy and prepare your skills to increase your own resilience and that of your employees. During this training you will work together to see how you can translate stress models into your own role as a manager.
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Training :
“Pro-active meeting on vitality”
This training strengthens the skills the manager needs. Participants in the training are made aware of signals indicating that there is something amiss. But most of all, they are offered techniques to raise this issue. Which words can you use to increase the chance of an open conversation? How do you adequately identify and help with these difficulties? How do you help employees strengthen their self-management and refer them to professional support at the right time? And how do you maintain a clear role distribution between employee, manager, team, and organization?
Conversation skills are of course actively trained. For this we refer to the organization’s internal casuistry. The proactive discussion will not primarily focus on absenteeism conversations, but rather on the conversations you want to have ‘at the front end’ in order to prevent absenteeism where possible. We will start with an interactive plenary session on vitality and sustainable employability with a focus on stress related complaints. A framework for conversation is then provided that can be used for feedback during practice. Subsequently, the interview techniques will be practiced on the basis of concrete casuistry from within the organization.
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Training:
How do you get from ’the new normal’ to ‘new vitality’?
Participants will receive (new) insights on how to deal with sustainable employability and vitality of their team before and after the corona situation.
During the training the following will be discussed: What is going on (especially) among employees, to which you have to respond. But it also addresses the question of what is needed for sufficient resilience and agility among employees and we will provide answers on how to build this in your team and make it part of the work process.
It is appropriate within the role of a manager to act on this. But what works? This session focuses on a number of important questions:
The session is offered online, providing an immediate practical example of how you can work well together in a remote setting. This means that there is also plenty of room for interaction and exchanging ideas, all with a positive vibe.
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Training:
Recognizing, acknowledging, and exploring work-related stress for managers
A complete training for managers aimed at early recognition, analysis and tackling work stress. How do you recognize early signs of decompensation due to stress and what determines the individual vulnerability/resilience of employees? During the training we will look at translating various ‘stress models’ into the role of managers in recognizing and exploring work stress among employees.
Results of the training:
These trainings can be offered both online and offline. Here are just a few of the courses on offer: