As the International Day for Safety and Health at Work approaches, it is time to focus on workplace health, employee well-being and burnout prevention.
Survey - We are here to listen to you!
“ Whether you are an employee or a manager, this concerns you! We are all susceptible to situations and behaviors that do not suit us.”
After publication of the figures in February, we were able to see that the measures taken in recent years to reduce burn-out at ING have not given the hoped-for results since we have noticed an increase of 39% in cases declared in 2023.
We wondered about the means that we could implement to better target the origins of the discomfort of some of us and better respond to it. It is for this purpose that we are organizing this survey. We ask you to respond in numbers. Indeed, the larger the sample of people interviewed, the more representative it is of the situation in the company, and the more we will be able to convince management of the importance of the subjects to be treated as a priority. Be the agents of change.
We need you. In your opinion. Because your well-being is essential.
By clicking on the link, you will access a multiple choice form. Simply check the boxes corresponding to the situations or behaviors you have already encountered at ING and which contribute to your discomfort. If you have not noticed any cases among the proposed list, you can suggest something else or indicate that everything is fine for you at the end of the questionnaire.
This survey is completely anonymous and in a less formal style than those organized by ING, and addresses burn-out differently. Please note that soon, another survey will be launched by HR. We invite you to respond to them as much as to this one. This is a first national survey which aims to have a view of all of Belgium.
The results of the survey will be published via our website on April 28, World Day for Safety and Health at Work.
Companies without burnout make more profits (Source: De Tijd)
“When many employees are absent for long periods of time, the financial blinkers should also go on in a company. This is what a new study shows.”
A study by business data expert GraydonCreditsafe and HR services group Securex shows that companies without long-term sick employees are 1.4 times more productive than those with lower sickness rates. The highest.
Data shows that the financial health of the company and the health of its employees go hand in hand. They support the idea that burnout is primarily caused by companies trying too hard to make a profit. Long-term illness is a significant problem in Belgium. Nearly half a million employees and self-employed people have been on sick leave for more than a year. In a third of cases, these are “mental disorders”, including burn-out and depression.
Other indicators come on. High employee turnover also costs money. Here again, the conclusion is not obvious because, on the one hand, rotation makes it possible to recruit new and less expensive people. But on the other hand, it leads to loss of knowledge and skills, redundancy costs, higher recruitment and training costs and, once again, poor company culture.
Women and menopause: the hidden impact on burnout
Menopause, a natural stage in women's lives, is accompanied by a series of physical and emotional changes.
Menopause, a natural stage in women's lives, is accompanied by a series of physical and emotional changes.
In addition to hot flashes, sleep disturbances and mood swings, there is growing recognition of the impact of menopause on mental health, particularly the risk of burnout among women at this stage. the life".
Menopause and burnout
Research suggests that women going through menopause are at greater risk of burnout. This can be attributed to several factors:
1. Hormonal Fluctuations: Decreased estrogen and progesterone during menopause can lead to mood swings, fatigue, and a decreased ability to cope with stress.
2. Physical symptoms: Hot flashes, trouble sleeping, and other physical symptoms can lead to chronic fatigue and decreased concentration, making it more difficult to manage stress at work.
3. Psychological factors: Menopause can be a time of reflection on life goals, which can lead to feelings of dissatisfaction or stress related to missed opportunities.
Dealing with burnout during menopause
It is essential to pay attention to the mental health of women during menopause. Here are some strategies that can help deal with burnout:
1. Take care of yourself: Prioritizing sleep, nutrition and exercise can increase resilience and reduce stress.
2. Stress Management: Learn effective stress management techniques such as meditation, yoga, or breathing exercises to reduce stress and increase resilience.
3. Medical help: Talk to a healthcare professional about symptoms and treatment options. Hormone therapy, counseling, or other treatments may provide relief.
4. Support Systems: Seek support from friends, family, or professional networks. Sharing experiences and emotions can make a huge difference.
5. Flexible working: If possible, discuss flexible working arrangements with your employer. This can help manage symptoms and reduce stress at work.
Conclusion
Menopause brings a unique set of challenges for women, the impact of which on mental health should not be underestimated. Awareness, education and support are essential to help women get through this phase of their lives without suffering from burnout. By working together on effective self-care and stress management strategies, postmenopausal women can achieve their full potential and maintain a healthy, balanced lifestyle.
Role of the employer: impartiality
“All animals are equal, but some are more equal than others” (George Orwell).
We've received a lot of feedback from members and supporters regarding the "A Boost for Your Purchasing Power" email because of HR.
We therefore regret the lack of neutrality in this communication from management towards all social partners and the fact of leading a promotional campaign for those who facilitate the commercial developments of management.
We expect management to demonstrate objectivity and neutrality in continuing to prepare for the 2024 social elections.
The employer must be impartial during the period preceding the social elections. This means that it must not show preference for any particular union or worker representative.
In summary, employers must ensure a fair and impartial process in the period leading up to social elections in order to safeguard the interests of all workers.
An educated man/woman is worth 2!
During the February works council, management presented its training plan for 2024, with the entire training offer and the different possibilities for employees to register for training. (See attached presentation).
For Retail, Business and Wholesale Banking, different training passports have been developed for specific target groups which should enable them to work on their career path.
As a union, we can only welcome this, except that in practice, it is not always easy to follow this training. At sectoral level, there is an agreement for 2024 which gives all staff an individual right to 5 days of training. This should enable staff to improve their work or move on to other roles.
To avoid discussions, we are asking the bank for a clear policy, with advice for managers and employees, and more clarity on the rights and under what conditions for "reskilling & upskilling". Indeed, all employees should have the opportunity to take these courses, whether they are "needed" or "nice or good to have".
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