Blue Flash 01/2026
- ACLVB/CGSLB
- 3 days ago
- 4 min read
Our best wishes for the new year
Dear colleagues,
At the start of this year, ACLVB/CGSLB wishes you a healthy, peaceful, and fulfilling year. We especially hope that the coming year will bring you serenity, confidence, and a sense of perspective, both professionally and personally.
The well-being of our employees remains our top priority. Workload, stress, and work-life balance deserve constant attention. A sustainable organization can only exist if its employees feel heard, respected, and supported.
We also continue to strongly advocate for a genuine improvement in net purchasing power. In a context of rising costs, it is essential that efforts and commitment translate into tangible compensation. Adequate remuneration is not a luxury, but a fundamental condition for motivation and recognition.
A fair, transparent, and objective evaluation system is also essential. Evaluations must support employee development and cannot be a source of uncertainty or feelings of injustice. Equal opportunities and clear criteria are indispensable in this regard.
Finally, we advocate for the stabilization of business operations. Constant changes and restructurings place a heavy burden on organizations and their employees. Clarity, predictability, and timely communication are essential to building and maintaining trust.
With greetings from the entire team and best wishes for the new year,
Your ACLVB/CGSLB team
CP 310 Sector News
Good news! Salaries in your sector will be indexed this month. The salary increase will be 0.36% effective January 1, 2026.
The index is determined by price changes in approximately 1,000 common goods and services. Wage indexation to this index is not regulated by law, but by sectoral agreements. Consequently, it is not implemented simultaneously across all sectors.
ForACLVB/CGSLB, adjusting wages to rising prices through automatic indexation is an absolute priority.
Special Report: Psychosocial Well-being at Work
Stress is inevitable in everyday life, but prolonged or intense stress can lead to serious health problems, even burnout (or a state of pre-burnout). At work, stress is often due to excessive workload, insufficient recovery time, or inadequate support.
Main signs of stress:
Physical symptoms: headaches, palpitations, fatigue
Cognitive: concentration problems, anxiety
Emotional: anxiety, irritability
Behaviors: sleep disorders, substance use
Causes of stress at work:
High workload and strong time pressure
Lack of challenge or autonomy
Difficult team collaboration
Insufficient support from the organization
Uncertainty in a broader context
How can you avoid it? Find a healthy balance between stressors and sources of energy. Social support, clear communication, and a stimulating work environment all contribute to reducing stress and promoting well-being.
Tips for preventing stress:
Organize your work realistically: avoid overloaded schedules and set priorities.
Take breaks: short interruptions increase your concentration.
Talk about it: Discuss your workload with your manager or a trusted person.
Work-life balance:
A healthy work-life balance is essential. Flexible hours and remote work can help reduce stress. Employers have a crucial role to play in this regard, by showing understanding and support.
Want to learn more? Check out the guide " Managing Stress" » and discover the coaching and support programs offered by the “ Vitality ” package .
Training question for managers on psychosocial risks – a request from our union during the last forum on well-being (National CPPW)
Prevent injustice at work: invest in manager training!
Feelings of injustice at work have serious consequences: stress, anxiety, depression, absenteeism, and decreased performance. Managers play a crucial role in ensuring fairness through transparent decision-making, just application of rules, and respectful communication.
Why education?
A lack of knowledge increases tensions and feelings of injustice. That is why we are requesting training on psychosocial risks, as was discussed at the CPPW meeting.
Key points of the training:
The 3 dimensions of justice: distributive, procedural, interactional
Key skills: empathetic communication, conflict management, inclusive leadership
Practical tools: interactive training, 360° feedback, HR dashboards
Practice results:
Transparency in promotions → reduce of complaints 30%
Recognition training → less absenteeism
Conclusion: Equity is a strategic pillar of well-being and sustainable performance. Investing in management training is essential.
Open letter to the CEO: Purchasing power is not a luxury!
Negotiations in the banking sector have reached a standstill on the issue of purchasing power . This is incomprehensible and unacceptable! In a sector posting record profits, where employees under intense pressure and facing digitalization continue to guarantee high-quality service, employers refuse to grant any collective measures, such as meal vouchers.
The unified trade union front states it clearly: we are not asking for luxury, but for respect and solidarity. A sector-specific solution is necessary to avoid inequality and division.
👉 ACLVB/CGSLB was the driving force behind the increase in meal vouchers.
Through the campaign https://boostmaaltijdcheques.be and a petition that gathered more than 30,000 signatures, ACLVB/CGSLB brought the issue to the forefront and initiated the debate.
👉 Read our full open letter and find out why we are calling on all employers to take responsibility.
Feedback: effective, but not without risks
Providing feedback at work is essential for fostering collaboration and development. It doesn't have to be formal or complicated: a compliment, a "thank you," or a constructive suggestion can make all the difference. By integrating feedback into team meetings, we create moments of recognition and reflection that strengthen trust and commitment.
Why is feedback so important?
It promotes open communication and mutual respect.
This helps teams to learn and adapt continuously.
This strengthens bonds between colleagues and increases motivation.
But beware: feedback is powerful, but not innocent.
When comments are misunderstood or poorly worded, they can have the opposite effect:
Misinterpretation can lead to frustration or uncertainty.
Insufficient context can cause comments to be perceived as criticism rather than help.
Focusing too much on negative aspects can damage trust and team dynamics.
How can we avoid these pitfalls?
Please formulate your comments in a respectful and concrete manner.
Always provide context and intention: the goal is growth, not destruction.
To provide a safe environment where everyone feels heard.
Feedback is a powerful tool, but only if used with kindness and empathy. Let's build a culture together where feedback remains a source of connection and growth, not division.
You may still have questions and we would also like to know your opinion.
You can send your comments to: aclvb-cgslb@ing.com
Pass this on to colleagues if necessary.
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Your ACLVB/CGSLB team
