The Diagnosis of Company Health

Effective, sustainable optimisation of company health requires a suitable basis of data in order to determine the problem(s) involved, set priorities and set up criteria to measure the success level(s). Indicators are needed which not only inform you regarding the relevant target levels (absenteeism due to illness, state of health perceived, performance, satisfaction and motivation of the staff) but also the underlying causes: pressures and strains and the potential the work has to promote health. We support you in the process of setting up an efficient control and analysis system with tailored tools to diagnose company health levels, we support you with advice as to which company data, which questions are to be asked in questionnaire form regularly and which diagnostic indicators should be produced to demonstrate not only which problems exist within the company but also where you should start in order to solve such problems.
The tools and methods we use to diagnose company health

• provide you with meaningful, valid indicators which show absence levels.
• provide you with indicators showing the health of the staff and indicate the corrective action to be taken before avoidable problems manifest themselves in the form of health problems and high absenteeism rates.
• show you the potential available to improve well-being, performance and motivation for your employees.
• provide you with comparative data across departments so that you can see the differences between the data within the company internally.

Absence analysis: data is gathered for the individual company units and also in a central absenteeism figure with absenteeism indicators (seasonally adapted annual average, monthly illness levels, proportion of long-term disabilities) for the entire company. The indicators enable you to make forecasts for the development of illness levels and thus take specific action for those units which are problematic. If required the data used by health insurance providers can be used and integrated into the internal figures with regard to those unfit to work (willingness of the health insurance provider concerned to cooperate is required for this step).

Explorative Analysis / Screening: Well-being indicators, perceived burdens and resources to promote health are included in the statistics gathered scientifically in the questionnaire. The questionnaire has a very wide range of burdens, stresses and health potentials which have proved to be relevant in terms of work- and health- specific research in the most recent past. The questionnaire is therefore to be recommended as a screening instrument which provides reliable, valid information regarding the well-being of the staff and the optimisation potential in both work and organisational terms, irrespective of the size and sector in which the company works.

Self-Check as a management tool: Self-Check as a management tool: Experience shows that only about 30-40 % of the variables contained in the questionnaire appear to be significant in terms of effectively managing company health and explaining the difference between company absenteeism and well-being. In a systematic process of reduction we filter out for our customers those factors that are really relevant in terms of being damaging to health and those which promote it. In the resulting findings a self-check can be developed and used as an effective, compact management tool

• which can be used very cost-effectively in a host of centralised and regional business units or department .
• which shows local management not only that problems exist but also what needs to happen to solve them.