Get back to work faster with a time-focused plan
With pain symptoms, atimefocusede approach can get your employee up and running faster than the traditional complaint-focused method. But what does that in, timegericht? Simple: your employee picks up the work step by step, according to a clear plan. No fuss, nin checking how things are going every day, just a clear structure of hours and tasks. Everything is planned in advance, including appointments. The end goal? To get back to fully back to work!
Timefocused versus complaint-oriented
At the timefocused approach does not revolve around how the employee is feeling at any given time. We avoid the link between complaints and activities, because that very link can lead to unnecessary dropout. With a planned structure, independent of the daily complaints, you work towards recovery. This prevents someone from getting stuck due to pain or anxiety.
Physical complaints: the step-by-step principle
Is your employee dealing with musculoskeletal complaints? If so, build it up slowly. Don't wait until the complaints are completely gone, but work on recovery in small steps. We don't want employees to fall into a negative spiral of pain, movement anxiety and inactivity. Hhe goal is to be maximally employable without increasing symptoms. Because suitable and meaningful work makes your employee happiest.
Psychological symptoms: success experiences
With mental illness, it is important to have success experiences. Start with tasks that energize your employee and provide structure. The key is to gradually get them back in control of their work. Positivity is important! Tasks where they can learn something, as well as tasks that are a little easier and "safe," help to rebuild confidence. And yes, even practicing with situations such as saying "no" to a colleague can help. Prepared for setbacks? Definitely know!.
Flexibility in the roadmap
Things not going as expected for a while? No stress! Sometimes it is necessary to slow down. You always do this in consultation, for example by taking a certain step a little longer. If you put this nicely in the reintegration advice, you can usually extend things by up to two weeks. In this way you keep control, but with some leeway.
The result: faster return to work
With a time-oriented approach and clear goals, you ensure that the absence period is shorter and reintegration is faster. A tight plan with achievable steps.
In short: structure and security
With a ttime-oriented plan prevents sick leave from taking unnecessarily long. Everything is built up step by step according to a clear plan with structured evaluations. At the end of a buildstep; for example the Friday after 2 weeks built up with sit together. Discuss with each other what is going well, what could be better and document this so everyone knows where they stand. No fuss, just get back to an energetic employee running at full speed!
Everything is scheduled in advance, including consultations and appointments. The end goal? Just getting back to work fully and healthily!
What do you document in advance?
- The end goal: returning to full employment in your own position, for example.
- The roadmap: how are hours and tasks structured?
- The final moment: when is your employee back to full employment?
- Evaluation moments: when do we check how things are going?
Two variants for assembly
- Variant 1: Your employee gradually builds up both hours and tasks.
- Variant 2: Your employee works full hours from the beginning, but builds up the tasks incrementally.
Whatever variant you choose, it is important to make clear time agreements in advance. This gives you and the employee certainty and something to hold on to. And remember: complaints are no reason to take an immediate step back. Do the complaints persist? Then the company doctor can come into the picture, but only if that is really necessary and according to the agreements.