“Do you think attention to vitality in the working environment is important?” Yes of course! Can you imagine that just ten years ago this question would be answered very differently by the average entrepreneur?
Most HR managers had to fight very hard to put vitality on the agenda for senior management – if they even considered it a priority at all. What an interesting (and beautiful!) development to see that employers are now even putting their attention to vitality in the spotlight in order to win over customers and potential employees. It is a trend that is also called 'visible vitality'. Where does this change come from and what can you do with it as an employer?
Vitality is increasingly on the map
Good care for the employee partly started as an obligation. The law prescribed rules that protected workers. This meant, among other things, a safe working environment and continued payment in the event of absence. Arranging a good absenteeism policy was therefore often on the agenda, but the usefulness and necessity of prevention was not always recognized.
Some things have now changed. Health became increasingly higher on the political agenda. Diseases of affluence made their appearance and had to be tackled. Employers saw an increase in absenteeism and had to look for smarter solutions. Current staff shortages mean that health has become an even higher priority; labor is scarce, so making better use of the available workforce requires less absenteeism and increased productivity. Sustainable employability in its pure form!
Employee attitudes towards work have also changed. While income used to be by far the most important focus, job seekers are now increasingly paying attention to secondary employment conditions. Instead of just bread on the table, it is themes such as development, meaning, team activities and – yes – vitality that attract and bind employees. These interests start from an early age. Current primary school students are now much more aware of what affects their health than we used to be.
From obligation to free choice
Companies like Google picked up on these developments early on. Instead of purely following the guidelines in collective labor agreements, employers started to see vitality as extra added value. A way to distinguish yourself from other employers. As part of the identity and profiling towards job seekers and customers. An employer that is good for its own employees must be a great company. And if you don't take care of your own people, how can you take good care of your customers?
Themes such as vitality, sustainable employability and job satisfaction are therefore increasingly predominant. You can see this in, for example:
- It has become normal to have conversations about these themes, for both employees and managers.
- Some collective labor agreements once included a 'cafeteria model' in which you could choose how to organize secondary employment conditions within certain frameworks. Nowadays an IKB (individual choice budget) is becoming more and more obvious and fun initiatives are also emerging such as a 'sad day', in which an employee can take a day off every year of his or her own choice, because things are just not going well.
- Healthy lunches have not only become the standard, but are sometimes even requested by staff themselves.
- Employees take the initiative for activities or company outings to promote vitality, sustainable employability and job satisfaction. Participation in these types of activities is increasing.
- Employers offer more flexible working hours and flexible workplaces. Hybrid working is almost no longer a trend, but a standard working method.
- Employees use coaches, industrial psychologists, etc. who are made available by the employer.
Would you also like to draw attention to vitality?
If you make it clearly visible that you, as an employer, pay attention to vitality, you will attract talent more easily, your employees will experience a pleasant working environment in which they are happier and more motivated and you will therefore be able to retain your staff better. More and more employers are committed to this. It is not without reason that prizes are awarded annually for the most vital employer and that vitality is an important part of assessing top employers in the Netherlands.
There is a good chance that you as an employer do not want to be left behind. You've probably already come a long way. But if you really want to be at the forefront, extra attention is needed. Tip: build visible vitality in small steps. Don't see it as an obligation, but as a promising free choice. Make sure that you really have in order what you say you are doing. Don't just say it, do it! If you are visibly taking the first steps, you can start showing what you as an employer have to offer in the field of vitality. If your current and potential employees see this and recognize it, it will also have a positive effect on developments in your corporate culture. So an interaction! Want to know where to start? Ask yourself the following questions:
- What are you already doing in the field of vitality?
- What is the attitude of your employees regarding vitality?
- How do outsiders (customers, potential employees, etc.) view it?
- What opportunities do you have?
- Do you involve your employees sufficiently in the policy and its rollout?
- How do you ensure that you continue to develop?
Visibly working on vitality? Be proud of it, show it!
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