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Dr. med. Olaf Tscharnezki

Promotion of Mental Health – Improving Practice and Policy. A practitioner’s view on implementing MHP. 3rd Annual ProMenPol Conference  and Kick-Off of ENWHP Campaign "Work in Tune with Life. Move Europe" 08. October 2009. Dr. med. Olaf Tscharnezki. MODERN TORTURE TODAY. EMPOWERMENT

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Dr. med. Olaf Tscharnezki

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  1. Promotion of Mental Health – Improving Practice and Policy A practitioner’s view on implementing MHP 3rd Annual ProMenPol Conference  and Kick-Off of ENWHP Campaign "Work in Tune with Life. Move Europe" 08. October 2009 Dr. med. Olaf Tscharnezki

  2. MODERN TORTURE TODAY EMPOWERMENT Job enrichment / Job enlargement PERFORMANCE BASED PAY REDUCTION OF THE SOCIAL NET Your pension is safe! CHANGE OF THE SOCIETY JOB INSECURITY

  3. Health / Illness Productivity 5% certified ill 0% 20% uncertified ill 40 – 60 % 50 - 80 % 25% Ø krank / Ø Au (unhappy well) 60 – 100 % 80 - 100 % 50% (happy well) 100 % Rote Zahlen: Schätzungen von Prof. Neukirch 04.02.07

  4. Should a company invest in health and vitality of their employees? • Yes – Health is better than illness! • Yes – The return on investment is high! • Yes – It is good and proper! • Yes – It is wiser and more clever!

  5. Absenteeism / Presenteeism Solutions Problems Business case Missing link • EAP (Fürstenberg) • Family service • Company sports (fitness) • New placement • Relax oasis • Rückenzentrum am Michel: Specialists for chronic back pain • Disability management • Network of specialist • Headache • Allergy • Sleep disorders • Stress • Depression • Back pain • Gastritis / Digestion • Flu • Diabetes / Hypertension

  6. Win-Win-Situation Profits for the Company Benefits for the Employees • Ability to perform • Motivation • Well-being • Quality of life • Employability • Disease prevention • Productivity gain:at least 10% of lost days • Effects occur within short time • Positive ROI • Corporate identity: caring company • Advantages for recruitment and with aging workforce • Existing worksite health promotion programs are being backed up Quelle: HDP P/A-Management page 7

  7. Result of the presenteeism survey 10/2008 Presenteeism (unknown) Absenteeism (known)

  8. Management Summary – First results • High participation rate (>50%)Issue is important, there is interest and emotional pressure. • Vitality Index of our people is below average • Business case: Productivity loss of 21 days/employee/year (after corrections)- ca. 7 Mio Euro- ratio absenteeism / presenteeism: 1:3 • Main issues:-stress, sleeping disorders, depression (50% of total loss!)- musculoskeletal-system • Target groups met!- 1,400 downloads of specific info material- EAP – more consultations reported- problem solving takes place. • We know now, which problems our people have and what they wish, which help and way of helping they would like

  9. What are we doing ? A)Level of the individual – Damage control • Increased use of EAP (Fürstenberg Institut > 17%) • Series of lectures in-house of the EAP provider (Stress-management, Work-Life-Balance, Coping with Change, Self Management, Don‘t say „YES“, when you want to say „NO“). • Lectures on sleep disorders, personal competitiveness, back pain. • Training of 3 Company Health Advisers by EAP provider. • Set up of Vitality-Teams • In-house gym –focus on relaxation techniques • Return to work policy – managing return to work • Family service: shift to Fürstenberg Institut 2009 • Self tests (Swiss Burnout, WAI) • Flexible working hours, telework / home office / part time

  10. What are we doing ? • Pilot-Projects:a) Burnout Prevention (Barmer)b) Manager Training Self Management (VBG Accident Insurance) • WL3-Manager Training “We Care!” (Fürstenberg Institut EAP) • WL2-Manger Training “A professional in job – and privately?” (Age 40 – 50) • WL1-Supervior Training “How to cope with stressed employees?” • Workshop in Teams “Coping with Change” • Individual coaching for managers and supervisors (Fürstenberg Institut EAP) • Manager Check-up for WL2, age 40 – 49 (inclusive personal training) B)Managers and Supervisors - Early detection

  11. What are we doing ? C)Organisation / Top-Executives - Improve resources – reduce stressors • A compelling , energizing vision!Openness, Transparency, Trust = Emotional Engagement • Focus on growth: a) Volume b) Market Share c) Our People! • Focus on Strategy and Execution “Under promise and over deliver” – Less is more! • Performance Management - Training of Mangers (better leaders) - PDP / Workplan (crystal clear targets) • Higher visibility of the board“Do not be untouchable!”

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