In today’s world of work, the work of many of us is fraught with challenges that directly affect our mood, health, and performance. Endless hours or traditional pay, among many other problems, hinder the professional and personal development of workers, but they also harm the company. According to the National Institute of Statistics, 30% of sick leave is due to stress, or what is the same: a third of all sick leave respond to a psychological disorder that comes from the work environment. This is a figure that we need to change.
Risks associated with work
In this sense, a disgruntled worker will be less productive, will feel less connected with the company’s project and will tend to develop this type of psychological ailments. That is why labor well-being is imposed as the starting point to understand and change the relationships between employees and the company.
Once the step towards the inclusion of workplace welfare policies has been taken, various questions appear: how can a plan be created that allows the entire workforce or all the teams involved to adapt? How are the specific needs of each particular case addressed? And all this amplified by the complexities that the pandemic has brought to the workplace, such as family reconciliation, teleworking or digital disconnection. Without going any further, the European Commission estimates that, as a result of this paradigm shift, 40% of workers in the European Union suffer from obvious symptoms of stress.
In Spain, the Labor Inspectorate has established, a few weeks ago, the criterion of supervising companies for the risks of psychological discomfort that may arise, which is why these are considered as full-fledged occupational risks. Within the new guideline, the responsibility for detecting and seeking a solution to these problems falls on the company.
Under this premise that does not make a distinction between physical and mental state at work, we must not forget that apart from the apparent advantages that working from home offers, there are also some risks for the employee that the Human Resources department must take in mind, now more than ever. Loneliness or stress easily grow when personal and work space are hybridized.
The tools of the 21st century
These challenges that arise in a changing business world due to current circumstances cannot be solved with traditional measures. To deal with the dynamics that can arise from adaptation to technology, constant training is necessary. This is where the new advances in corporate wellbeing come in, which use the full potential of innovation to communicate, both to the manager and to the employees, their current status, as well as the potential risks they may suffer within their work routine.
This is the line that must gain value. The new platforms and online work allow, if adapted correctly, contribute to the control of risk conditions. For example, developing a realistic work schedule and giving teams the relevant time flexibility to achieve the proposed objectives without affecting their personal life. Through different digital tools, a common organization can be created, including meetings or shared documents, which allow optimizing the time invested in carrying it out. And even the fact of including new applications in the work routine can improve the user experience.
Even with everything, even if you know how to alleviate the negative effects, there will always be the question of knowing if it will be definitive. Without a personalized follow-up, problems can reappear if their origin has not been solved. In Spain, the cost of days off work associated with work-related mental disorders was 171 million euros, according to the European Risk Observatory. You can imagine the full benefit of reducing this figure for all parties involved.
Measurement and decision-making: innovation at the forefront of well-being
That void is what APFtech intends to fill. Reach beyond conventional tools. Through innovation, artificial intelligence and machine learning we have managed to find this way to know the physical and psychological well-being of employees in their jobs.
Through the objective measurement of biometric variables of the entire team and a personalized application, our algorithm manages to know the status of each worker objectively, analyzing the variations offered by these data. In this way, it is possible to quickly locate what aspects alter your work well-being, thus optimizing decision-making and response to different situations.
This is a unique and disruptive strategy, which is the next step in the development of corporate wellbeing: looking for challenges, locating them and ending them in a concrete way. In the long run, this technology can save an enormous amount of money for the company, based on the estimated costs associated with anxiety, depression and stress in Europe amounting to 617,000 million euros. And in this process of reducing expenses, the worker not only knows what is wrong with him and how to treat it, but the system helps him feel better about himself and the possibilities of his position.
And all this well-being, the feeling of feeling cared for and valued by the company, is what ends up generating value. As we have pointed out, a worker with greater well-being is a more productive employee, someone committed to the principles and objectives of the company, since he knows that any benefit that he obtains will also have an impact on him. This bond can only be strengthened through the trust and respect that a healthy work environment guarantees.
Therefore, taking care of work well-being does not only imply empathic leadership, but also a vision of growth for the company and all those who make it up. Thanks to technology, this task is more accessible and efficient than ever, a guarantee of knowing the company and maximizing the potential of each worker from the screen of your phone. In this way, I am convinced that in the not too distant future systems like this will be synonymous with quality of life and well-being for people, and with better results for companies.
Subscribe to ORH Futuro on these channels: