Burn-out reduction based on an

Transcription

1 Burn-out reduction based on an evidence based online coachingstool Sonja Reckers HRD-advisor Jessa hospital management Health Promotion 20/09/2018 1

2 Content overview Situation Challenge Oline coachingstool Outcome Conclusion 2

3 HEALTH INDIVIDUAL ABILITY SUSTAINABLE EMPLOYABILITY AGILITY ORGANISATION RESILIENCE

4 Situation: 10% burn-out risk Low risk Increased risk High risk Very high risk Emotional exhaustion > pct 75 Depersonalisation > pct 75 Personal accomplishment < pct 25 Risk reduction UBOS, Schaufeli e.a.,

5 Context Top 2 of absenteeism Existing programs: group coaching and individual coaching were inadequate Work stress and burn-out 'dust lung' of the 21st century (WHO, 2012) Bottleneck jobs & aging Sustainable employability 5

6 Challenge Efficient approach to reduce stress and burn-out risk Literature & good practices 50-85% employees with increased stress complaints and burn-out signals do not take any further steps unaware programs are for motivated people 6

7 Challenge Efficient approach to reduce stress and burn-out risk Literature & good practices ROI: 1 invested in evidence based (EB) health promotion programs 2,53 (Dement, JM, 2015) 5,82 reducing absenteeism (Goetzel et al., 2008) 7

8 Challenge Efficient approach to reduce stress and burn-out risk Literature & good practices Evidence based stress reduction, burn-out prevention, engagement - management - leadership - teams - employees (Schaufeli et al, 2014, 2017) 8

9 Integrated approach Management Leadership Teams Individual Job Demands- Resources model, Demerouti, Bakker, Schaufeli, 2001, 2007 Job Demands Workload Emotional demands Mental demands Physical demands Role ambiguity/ Role conflict Job insecurity Job Resources Participation Autonomy Supportive environment Skill utilisation Personal resources Self-efficacy Recovery Coping Brain management Healthy lifestyle Leadership Inspiring Strengthen Connecting 9

10 Leadership Job Demands Workload Emotional demands Mental demands Physical demands Role ambiguity/ Role conflict Job insecurity Job Resources Participation Autonomy Supportive environment Skill utilisation Inspiring Strengthen Connecting Health impairment process Motivational process Personal resources Self-efficacy Recovery Coping Brain management Healthy lifestyle Burn-out Emotional exhaustion Depersonalisation Personal accomplishment Engagement Vigour Dedication Absorption Organisational & individual outcome Involvement Flexibility Performance Absenteeism 10

11 Management Leadership Teams Individual 11

12 Management Leadership Teams Individual 12

13 Online coachingstool T0: day 1 Validated questionnaire for work experience Tailor made advice Action plans for coping strategies Recovery Healthy lifestyle Solution focussed coping Assertive communication Social support Time management Follow up: 6 week Follow up on the action plans Resetting our continue the action plans T1: 3 months Validated questionnaire for work experience Tailor made advice Action plans for coping strategies 13

14 Online coachingstool: individual feedback 14

15 Online coachingstool: dashboard HR Engagement Emotional exhausiton Workload 15

16 Online coachingstool: dashboard HR Role ambiguity Role conflict Autonomy and participation 16

17 Online coachingstool: dashboard HR Supervisor support Co-worker support Use of skills 17

18 Outcome online coachingstool ROI online coachingstool Burn-out risk decreases with 7% 18

19 No one size fits all integrated approach Management Leadership Teams Individual ROI 19

20 Leadership Support in self-care management Impact of engaged leadership on pro-active stress reduction 20

21 Be inspired! Thank you for your attention Sonja Reckers, MSc hrd-advisor - health policy management - Jessa hospital - Hasselt-Belgium 21