In this way, the new working world can be designed in a healthy way.

The business world is changing. Mobile and flexible working has become the norm in many places. This brings with it new freedoms, but also new challenges. Professional activity no longer follows the entire weekly rhythm, the balance between work and leisure becomes more important. New ways of working require trust and commitment from both the company and its employees. A new direction is needed on both sides. Among other things, this includes clarifying expectations, open communication and responsible self-management.

Irene Etzer-Hofer is head of the BGM department at the Health Department of the University of Applied Sciences Zurich (ZHAW) and works in research, teaching and practice in occupational health management (BGM). In this role she also deals with the practical application of WHM on a daily basis for the approximately 350 employees in the department. If you want to talk to the expert, you have to be patient, he has a lot of work to do.

Ms. Etzer-Hofer, how are you considering your workload?

(Laughs) I’m fine because my work is interesting and diverse. And you know it’s good for your health. But of course, finding a balance between workload and resources is also challenging for me. With the pandemic, the developments in the working world have gained tremendous speed. As a result, our activities in the field of occupational health management have again become a more general focus.

Can you name the specific measures you have implemented at OHM?

In addition to ongoing health promotion offerings such as exercise, relaxation, return offers and psychological advice, we also have new programs for employees and managers to develop skills for the New Job. General framework conditions have become particularly important. We now have several “Codes of Conduct” on various topics. These are simple guidelines that act as a kind of compass for collaboration for everyone involved. Such an orientation framework is available, for example, for using the existing work environment at the workplace, conducting meetings or working from home. In dialogue activities, their content is discussed at a wide level.

For example, what specifically covers in these guidelines?

In general, it contains explanations of how the work can be organized in a targeted and healthy way. The “Code of Conduct – Meetings” includes, for example, teams defining when meetings will take place virtually, in presence mode or mixed mode, or as part of walks. The “Code of Conduct – Home Office” states, among other things, that teams must decide which mix of home office and workplace presence is most appropriate. Such a mixture may also deviate from the general recommendation that each of these two modes of operation should be divided equally. This is important because of course there are different conditions and requirements in our various areas of responsibility, such as teaching, research or management.

How much has BGM changed as a result?

In the ZHAW Health Department, there are additional starting points both at the company level and for the employees themselves. In March of this year, we explored the concrete need for this with our second survey on work and health. We then presented the results at our HR day, discussed it with employees, and set common priorities for future measures. On this basis, we complement our existing and proven offerings with activities that are also integrated into the organizational development processes in the department. Meanwhile, in our university environment, we are now very strongly committed to “student health management”. As a result of digitization, the conditions and requirements of the learning world have changed, as have the business world. We also address these issues with a systematic WHM approach.

What developments are new?

Digitization has led to new ways of working. Work is now more flexible in many industries, less dependent on time and place, and this affects the type of collaboration. As a result, employees can work more independently. This is positive. But you also need to motivate and manage yourself to a greater extent. Companies should provide support and guidance on how to work towards desired goals and how they can be achieved.

How do you encourage coping with the blurring boundaries between work and private life?

When moving back and forth between different workplaces, the company and the person’s own home will remain. Employees deal differently with the melting boundaries between work and private life and the so-called constant presence. There is no one-size-fits-all solution. Therefore, we consider various approaches in our training courses and communication activities. Interactive workshops are also important to us. The health literacy of our employees is already very high. However, knowledge alone is often not enough to change certain behaviors in a way that improves health. Self-reflection and active exchange of ideas with colleagues from a similar professional background provide better support in the long run. The issue of demarcation also finds its way into our corporate culture formats. There are no viable solutions without the involvement of managers, work teams and company management.

How do you deal with stress and increased workload?

Our lives are often getting faster and faster and are tightly timed. The results of the present studies are therefore not surprising. They show that stress in working life is also increasing. Stress is actually quite bearable as a rule – if adequate recovery phases are possible. And when there are resources at work in addition to loads. Healthy flexibility and personal responsibility can lead to greater job satisfaction. Also a stimulating work environment and development opportunities. That’s why our package of measures includes elements of corporate culture, as well as offers to expand individual skills and provide support in difficult situations.

How can you strengthen your own stamina?

There are many starting points. Rest and regular breaks are very important. You also reduce pressure by prioritizing tasks and consciously planning stress-free times and physical activities. With mindfulness exercises, you learn to recognize stressful situations early and react accordingly. And finally, social contacts are an important resilience factor.

How are the new WHM measures fixed to the company?

We have been a “Friendly Workspace” label company since 2014. The continuous and evidence-based further development of OHM is important for our university. In line with the quality criteria on which the label is based, we can design our WHM more systematically and thus achieve greater impact. Employee engagement is as important as strategic anchoring in the Health Department. With regular surveys, we ensure that measures are tailored to specific needs and take into account both working conditions and the development of our employees.

Does the “Friendly Workspace” tag work?

The “Friendly Workspace” label makes us attractive to students, both as employers and universities. WHM is also part of our teaching and research – this is how we sensitize future employees to the importance of WHM for their health and job satisfaction.