Human resources team has a key role in the employee’s sustainable development. As the name implies, "human resources" is all about taking care of people, helping them grow and develop.
In this section, you will find resources and tips on how to help employees when they are stressed or to detect it. What is your role and responsibility and who can help you?
What can I do as HR?
First, it's important to listen to employees. They need to trust you as a resource for their well-being, answer their questions and let them speak freely.
Second, you need to identify the times when people are stressed, in order to raise awareness.
Finally, you don't necessarily have to find a solution, but you do have to listen and refer them to qualified people (employee wellness support program, doctor or work psychologist, support person). Of course, you can give advice, but if you don't feel comfortable doing so, be a good listener and point out available resources.
Change impact grid: EN, FR - instructions FR: when changing an organization, how to define priorities? It is a methodology to ask questions when changing a work situation: what are the impacts? How to find alternatives? And identify what to keep → how to qualify the change, who it concerns, how it is planned to be implemented and what result is expected?
Prevention
Multidisciplinary work is the best means of prevention, which is why better life at work teams must work closely with HR to detect any risks as early as possible and discuss possible solutions.
Burnout is the result of a long process linked to an accumulation of stress, the origin of which is in (over)commitment to work. Several symptoms can then be observed and should raise the alarm, such as concentration problems, a drop in performance, fatigue, mood disorders, cynicism, detachment, an inability to act or an over-commitment to work that does not necessarily lead to the expected results.
Burn-out risk Observatory by medical teams (Training, harmonized tools)
The burn out (BO) Observatory, deployed by Syensqo since 2016, is a monitoring system to identify the causal factors and the impact of BO situations or situations at risk of BO in the company. BO and risk of BO cases are recorded by the site physician/psychologist in a secure database, in an anonymous form, after getting the employee's agreement.
The Observatory register allows producing quantitative and qualitative COLLECTIVE data on BO with the aim of better targeting working conditions at risk, and to identify and implement prevention and management measures in order to reduce impact on the company’s employees and activities. Quantitative collective data are provided at Group level, and are presented to the Group’s Management and to the Workers Representative bodies.
