Spoor-1 Return to work
We believe in the strength of your own employees, even if they can no longer work due to illness.
Caring for your human capital by offering a short program at the start of the disability period saves your company and your employee a lot of negative energy and money. Our success is to offer a program adapted to the individual and your company as early as possible in the disability process with the aim of resuming within your own company.
The benefits of Return to Work for your organisation are social and financial, namely you:
- take care of of your employees well-being.
- nurture the strength of your people and have a positive reputation with clients, suppliers and candidates in recruitment.
- reduce the costs of absence, with an average income that’s 410 euros per day (source CPB 2016).
- save on recruitment and replacement costs which is on average 21% of an annual salary (source Peoples Business 2017).
Running away from any problem only increases the distance from the solution. The easiest way to escape from the problem is to solve it.
As experienced specialists in absenteeism and mobility, we have experienced in recent years that the figures for an external placement in an absenteeism process are very moderate to poor. Despite a lot of good intentions from everyone, most of the efforts are aimed at getting the absenteeism file in order, while the actual results are small. By focussing on retaining your employee, much more is achieved than in the traditional model of ‘return to work’ and file building.
The figures in absenteeism and personnel costs, which have been stable for years, also give reason to take a different approach:
- Employees with mental health problems stay at home the longest and more than 70% of absenteeism is not caused by a medical problem, but by other causes. (source CPB 2019)
- 90 % of employees who are on sick leave for more than 6 months will stay sick for the entire disability period.
- The success rate of external placement on track 2 is below 15 % on average (source study Panteia 2016).
The success rate of internal redeployments averaged with 11% in 2016. Large companies somewhat more than smaller companies. We aim to significantly increase that percentage together with you. In the interest of your employee and in the interest of your organisation. How can we achieve this goal together with you?
Of course, you can do a lot yourself. And you probably already have. However, absenteeism is often more complicated and requires an external helping hand to create movement among employees and/or managers in order to get the conversation towards a solution back on track.
Step-1
The ‘Return to work’ scan, in this process we test 3 important factors. This is a multicausal analysis of the problem definition per subject:
- Human factors (meaning of work, self-image, coping strategy)
- Task / work factors (own vision of employability, willingness to change)
- Environmental factors (load capacity, energy, work/private life balance).
These factors provide a look into the background of absenteeism and insight into what promotes and obstruct recovery. In this process it also becomes clear how the employee deals with his / her problems.
The scan is not an online tool, but a summary of objective observations from the coach’s conversations with your employee. Because of this, it is also accessible for employees with a low digital experience, diverse cultural background and/or low language skills.
Step -2
We work closely with the employee and we use positive psychology. Our coaches will use the Acceptance and Commitment Theory (ACT). This part of the return to work program guides an employee to accept and move forward through changed circumstances. The employee becomes ready to take the step towards new employment and job seeking, adopting their own personal motivation. For more information about this method, see our website https://ufind.nl/services/act-coaching/
Your organization is also of great importance in this process. What possibilities does the organization have for adjustments and other job opportunities? Research and Inventory with management and HR (absenteeism and recruitment) We align with your job classification and way of description, (competencies, skills, etc.).
Step -3
Het result of step-1 and step-2 is een Feasibility Matrix for the internal market, including a proposal for coordination of the interventions taken and/or yet to take (what is being done about recovery, what is needed), possibly a training proposal for the Internal Market and a clear timeline towards a formulated final goal.
While we speed up the regular “Poortwachter” (Gatekeeper) process, your absence file will of course remain safeguarded.
Duration
The start of the RTW program is a consultation moment between HR / case manager / preferably around 6 months of absence. The duration and number of consultation moments is in agreement with you
Rate
RTW program € 4,500 excluding vat. Invoicing 50% at the start and 50% after 3 months.
In addition, the RTW program can also be purchased at an hourly rate with a start fee of at least 10 hours.