Mentally FIT

paraDIGMA groep aims to make and keep working people in the Netherlands sustainably employable through its own approach to people, work and health. We approach issues of sustainable employability from our FIT strategy, which aims to optimize the fitness of people, work and organizations in a practical way. We do this using the FIT model, consisting of four domains. One of these domains is "Mental FIT."

What is mental FIT?

Mentally fit employees are happier, cope better with problems and adapt more easily when change occurs. The 'Mentally FIT' domain looks at the mental health of employees. This domain pays attention to, among other things, engagement, psychological well-being, mental work capacity and resilience, but also to the balance between work and private factors, such as informal care and financial stability.

What affects Mentally FIT?

Adaptability

"The degree to which the employee adapts to changing circumstances at work."

Adaptability is essential in today's rapidly changing world, especially with regard to work. The modern job market is characterized by constant technological advances, globalization, changing business models and shifting employee and consumer expectations. This requires both individuals and organizations to be flexible and resilient to remain successful. Adaptability is crucial for organizations because it helps them respond effectively to changes and challenges in the market and work environment. Employees who are adaptable contribute to a flexible and resilient organization, which is essential for employees' innovative capacity and building competitive advantage. In addition, adaptability reduces resistance to change, which facilitates the implementation and acceptance of change processes (or different ways of working). Moreover, adaptability enhances problem solving and collaboration within teams, as employees can respond more quickly and effectively to new situations. This increases the overall efficiency and productivity of the organization. Adaptability also promotes the well-being of employees, as they feel less stressed by change and are better able to deal with uncertainties. This keeps the organization dynamic and future-proof. Within the FIT analysis, we ask to what extent employees are willing and able to adapt to changing circumstances at work. This provides insight into the current adaptability of the organization.

Resilience

"The extent to which the employee can cope with difficulties at work."

Resilient employees are crucial to organizations because they can handle change, setbacks and challenges well. Resilient employees have a strong coping style that reduces stress and therefore reduces absenteeism. They foster a culture of innovation because they are willing to take risks and come up with creative solutions. Resilient employees are more often and longer motivated and therefore more productive (even under pressure). In the FIT analysis, we ask about how well the employee handles difficulties at work, which provides insight into their resilience.

Work-life balance

"The extent to which (the quality of) personal life is affected by problems at work."

Work and private life are becoming increasingly intertwined, with boundaries blurred by working from home and working flexibly at different times and locations, which can lead to the feeling of constant accessibility. A good work-life balance is essential for both employee and organization, as it contributes to employee well-being. Those who have a healthy work-life balance have less stress and are less prone to stress, resulting in lower absenteeism. A good work-life balance leads to higher employee satisfaction and engagement which reduces employee turnover. Organizations that pay attention to a good work-life balance are attractive to (new) talent, which strengthens their competitive position on the labor market. A good work-life balance strengthens the sustainable employability of employees, which is beneficial in the long term for both organization and employees. Within the FIT analysis we ask to what extent the quality of private life is influenced by problems at work. This provides insight into the current work-life balance of employees.

Private-work balance (private circumstances)

"The extent to which (the quality of) work is affected by problems in the private sphere."

The work-life balance building block examines the extent to which work is affected by private problems. When employees experience private problems, such as relationship problems, family care problems, financial problems or social pressure, this can reduce their employability and motivation at work. This affects productivity and increases absenteeism because a private work imbalance causes stress. Organizations that provide understanding and support for private circumstances help their employees better cope with these challenges, resulting in increased employee engagement. This contributes to a positive work culture and enhances overall performance and sustainable employability. Within the FIT analysis, we ask about the extent to which problems in the private sphere have a negative impact on the performance of work. We also distinguish between various relevant private circumstances that could apply, such as: family care, child care tasks, pregnancy problems, social pressure, grief problems, relationship problems, addiction problems, financial problems and transitional problems. This provides insight into the extent to which problems in the private sphere negatively affect the performance of work. In addition, insight is created into which private circumstances these are.

Addiction issues

"The extent to which addiction issues negatively affect the performance of work."

One of the private circumstances that can have a negative influence on the performance of work are addiction problems. Within the FIT analysis, we gain insight into addiction problems present by asking employees to what extent they experience addiction problems and to what extent this negatively affects work. It is important for organizations to pay attention to addiction issues because they significantly impact employee health, productivity and safety. Addiction can lead to frequent absences, reduced work performance, difficulty concentrating and increased risk of workplace accidents. This increases the cost of absenteeism and replacement staff, and it also negatively affects the Organizational culture and work atmosphere. Research (Arbobalans, TNO 2022) shows that addiction problems in the workplace are relatively common. About 10% of employees in the Netherlands are dealing with problematic alcohol use. There are also growing concerns about drug and medication use, as well as behavioral addictions such as gambling and Internet use. By providing prevention programs, education and support, organizations can not only reduce the negative consequences of addiction, but also create a healthier, safer and sustainable work environment.

Caregiving children

"The extent to which having childcare responsibilities negatively affects one's ability to perform one's job."

It is important for organizations to pay attention to the care responsibilities employees have for their children because these responsibilities can negatively affect work. Employees with (heavy) care responsibilities may be absent more often or less focused and productive due to stress and fatigue. This can lead to increased absenteeism and reduced work performance, which lowers organizational efficiency and output. By offering flexible work arrangements, such as working from home and flexible working hours, organizations can reduce these negative effects. This increases employee satisfaction and loyalty, resulting in a better work atmosphere and higher productivity. Investing in supporting employees with caring responsibilities contributes to a sustainable and resilient organization. Within the FIT analysis, we ask about the extent to which caring for children negatively affects job performance. This provides insight into current issues and allows the organization to take steps toward appropriate support.

Social pressure

"The degree to which social pressure negatively affects job performance."

Social pressure is the influence others exert on an individual to behave in a certain way, often to meet group standards or expectations. Social pressure today is heavily influenced by social media, where there is often a culture of sharing perfect (work) performance and adherence to high standards. Social pressure impacts the work of many employees. This pressure to conform to ideals promoted on platforms such as Instagram, LinkedIn and TikTok can lead to persistent feelings of dissatisfaction and self-criticism, which can hinder concentration at work. It is important for organizations to be aware of this dynamic and its impact on the mental health and productivity of their employees. Social pressure is more common among Generation Z, as this generation has grown up with social media and are highly exposed to the norms and expectations shared online.
By promoting a supportive and inclusive work culture and being specifically mindful of the needs and challenges of different generations, they can create a healthy work environment where employees feel valued and supported. Within the FIT analysis, insight is gained into the extent to which social pressure has a negative impact on job performance.

Mourning

"The extent to which grief issues negatively affect job performance."

Grief issues can negatively affect work by allowing an employee to be less productive due to difficulty concentrating, fatigue, decreased motivation and emotional instability. About 10% of employees in the Netherlands experience grief each year (CBS, 2017). Organizations that support grieving employees with bereavement leave, support and flexible work arrangements can reduce the negative impact in the workplace, prevent dropout and promote a supportive work environment. Within the FIT analysis, insight is gained into the extent to which grief issues have a negative impact on job performance.

Relationship issues

"The extent to which relationship problems negatively affect job performance."

Relationship problems refers to difficulties in personal relationships, such as communication problems and conflicts. Relationship problems can have a negative impact on job performance because they are often associated with emotional stress, decreased concentration and fatigue. About 8% of employees in the Netherlands suffer from serious relationship problems (Arbobalans, TNO 2021). Employees experiencing relationship problems may have difficulty focusing on their tasks, leading to reduced productivity and a higher likelihood of errors. In addition, the emotional strain of relationship problems can lead to increased absenteeism and lower motivation to work. Organizations can reduce the negative impact of relationship problems by providing support such as support/coaching, flexible working hours, and giving employees room to regulate. This allows employees to better manage their personal problems, which ultimately improves work performance and well-being in the workplace. Within the FIT analysis, insight is gained into the extent to which relationship problems have a negative impact on job performance.

Mantel Care

"The extent to which informal caregiving negatively affects job performance."

Informal care refers to the care and support people provide to a partner, family member, friend or neighbor with health problems. This care is provided because of the personal relationship between the informal caregiver and the person who needs help. This can range from accompanying a child with autism to taking care of a seriously ill partner. In the Netherlands, about 4 million people provide informal care to someone in their immediate environment who needs extra care and support (TNO Mantelzorg, 2020). Providing informal care can have a negative impact on work performance through reduced concentration and stress and among employees. Risks to organizations include loss of productivity, increased costs due to absenteeism, and reduced job satisfaction and engagement of employees who provide informal care. Employers can address these challenges by providing flexible work arrangements and support programs that can reduce the impact of family caregiving on job performance while promoting employee engagement. Within the FIT analysis, the extent to which informal care affects work performance and whether it negatively impacts job performance is examined.

Financial situation

"The extent to which the financial situation negatively affects the performance of work."

Financial problems negatively affect employees' job performance. Financial stress can lead to decreased concentration, increased absenteeism and lower productivity in the workplace. In the worst case, the financial situation can lead to wage garnishment.
9% of all Dutch people have debts that cause them daily problems and this percentage is increasing (Rijksoverheid, 2023). Risks for organizations include reduced job satisfaction, higher turnover and costs due to absenteeism and reduced productivity. Employers can address these challenges by implementing supportive measures and promoting an open culture where employees feel supported and can find help with financial problems. This can not only improve job performance, but also increase overall employee well-being levels. Within the FIT analysis, insight is gained into the extent to which an employee's financial situation negatively affects job performance.

Psychological well-being (short-term / stress symptoms)

"The extent to which the employee has experienced symptoms of tension in the past month, such as headaches, dizziness, muscle pain, palpitations or nausea."

Stress-related complaints are common and quite often lead to dysfunction and absenteeism from work. With stress-related complaints, the employee is still able to function reasonably well. Longer-term stress involves loss of control and dysfunction. Tension complaints in the workplace increase due to increasing work pressure, more complex work and an imbalance between work and private life. These tension complaints are often exacerbated by the continuous accessibility pressure and the high expectations present in within the work place.

Tension symptoms such as headaches, dizziness, muscle pain, palpitations and nausea are important signs of work-related stress. These physical symptoms may indicate psychological overload that can be caused by work pressures and stressors in the workplace. It is essential to take these symptoms seriously because they can lead to long-term health problems for employees. Long-term symptoms of stress reduce work performance and can ultimately result in increased long-term absenteeism from work.

Importantly, organizations must be proactive in addressing stress management to ensure the mental and physical health of their employees. This includes implementing preventive measures and creating a supportive work environment. By doing so, organizations can not only improve the well-being of their employees, but also increase productivity and overall effectiveness. Tension complaints are thus not only a health problem for individuals, but also a significant organizational challenge that requires attention. Within the FIT analysis, we ask about the extent to which an employee has experienced tension symptoms such as headaches, dizziness, muscle pain, palpitations or nausea in the past month. This provides insight into the current level of tension complaints in the organization.

Psychological well-being (long-term/stress)

"The degree to which the employee is mentally exhausted, lacks interest in work, has difficulty concentrating and reacts unintentionally emotionally."

Prolonged employee stress has serious consequences for both employee and organization. In employees, long-term stress leads to decreased productivity, difficulty concentrating and emotional exhaustion, which limits their ability to perform effectively and often leads to attrition and higher employee turnover. There is often a transition from symptoms of tension to long-term stress. This proceeds in several stages; First, employees experience tension symptoms such as fatigue and physical complaints due to work stress. These symptoms are often characterized by emotional exhaustion and a decrease in enthusiasm for work. As the stress persists, their energy and effectiveness decreases, leading to reduced work performance. If stress symptoms are not addressed, they can escalate to burnout, characterized by deep emotional exhaustion, cynicism and detachment from work. Employees may also experience decreased self-esteem and competence. Ultimately, this often leads to a loss of meaning and personal realization in their work. Chronic stress and inadequate recovery promote this transition (Schaufeli)

Prevention and intervention are crucial; organizations must create a supportive work environment that reduces work pressure and promotes psychological well-being. This can be done by implementing stress management programs, professional support and a healthy work-life balance. By taking these measures, organizations can not only minimize the negative effects of exhaustion and long-term stress, but also increase employee satisfaction and engagement, leading to a sustainable and healthy work climate. Within the FIT analysis, we ask about issues such as mental exhaustion, the ability to summon interest and enthusiasm for work, the degree of emotion regulation and to what extent an employee can concentrate on work. This provides insight into current psychological well-being focused on long-term stress and exhaustion.

Engagement

"The degree to which the employee is vital, dedicated and totally absorbed in the work."

Engagement refers to a positive work attitude characterized by energy, dedication and commitment to work. Engaged employees are crucial to organizational performance. When employees are inspired, dedicated and totally absorbed in their work, they lead to higher productivity, creativity and efficiency. This increases the quality of work and promotes a positive work atmosphere. Enthralled employees are less likely to be absent and drop out due to stress, which lowers the organization's absenteeism costs and the workload on others. In addition, they contribute to higher customer satisfaction and a stronger corporate image. Investing in engagement through support, recognition and development opportunities results in sustainable growth and success for both employees and the organization. Within the FIT analysis, insight is gained into the present engagement of employees by looking at the extent to which an employee feels fit and strong, absorbed in the work and enthusiastic about his or her job.

Mental work ability

"Assessment of one's own work ability in view of the mental demands of the job."

Mental work capability is essential to the productivity and health of both employees and the organization. When employees have high mental work capacity, they can better handle the mental demands of their work, leading to higher efficiency and quality of service. This reduces the likelihood of stress in the short and longer term, reducing absenteeism costs and employee turnover. Employees with good mental work ability tend to be more engaged and motivated, which improves the overall work atmosphere. Investing in improving mental work capability through support and training increases employee resilience and satisfaction. This results in sustainable performance and growth for the organization. Within the FIT analysis, we ask employees to what extent they can meet the mental demands of the job. This provides insight into employees' current mental work capacity.

ALSO SEE THE OTHER DOMAINS

Within the FIT Strategy there are a total of 4 domains. Check out the other domains and find out how FIT your organization and employees are.