The 'well-being' service contains a work-related and private-related component, our offer initially focuses on the work-related part but can also be viewed more extensively since well-being is a multidimensional concept. The domains within 'well-being' around which we provide an offer, among other things: protection of the health of the employee, the psychosocial aspects of work, ergonomics...

Well-being is approached from both the mental and the physical: for example, promoting well-being at work, stress and burnout prevention, prevention of psychological fatigue, avoiding sedentary work behavior, stimulating physical activity... But we also want to focus on positive psychology-oriented interventions, for example on increasing resilience, enthusiasm, engagement, motivation, job satisfaction... In short, we want to focus on improving the mental and/or physical well-being and/or health behaviour of employees. Evidence-based working is central to Poolstok and we pay special attention to this. We therefore choose partners who work on the basis of scientifically based and proven quality.

We distinguish the following categories of interventions within the 'well-being interventions' field: well-being coaching and training, well-being research, welfare policy and an integrated approach within the domain of well-being.

Well-being coaching and training:

Well-being coaching and training means organizing a moment in which knowledge is acquired, the participants master skills and competencies are promoted starting from a well-being theme, for example. stress, trauma, assertiveness, aggression... The main objective of this coaching/training is always to promote psychosocial and/or physical well-being.

Welzijnsonderzoek:

An important source of information to carry out the most appropriate intervention(s) is

well-being research. Wellbeing data helps organisations to diagnose wellbeing themes and measure the effects of initiatives. Based on various well-being variables, qualitative

and/or quantitative input collected with the aim of drawing up an action plan and/or the appropriate actions

to promote well-being as much as possible.

Welfare policy:

A crucial precondition for the general well-being of the employees within a

To put the organisation on the map is to integrate a welfare policy. Every employer should

in his organization a policy on the well-being of employees in the performance of the work out

to enter. The policy determines the objectives to be achieved in terms of well-being and the way in which these objectives can be achieved. These objectives are translated into actions that are implemented in the organization and evaluated in time so that risks related to the well-being of people are limited.

Integrated approach to well-being:

These are interventions that are situated at multiple levels (individual, team level and

organization-wide) and focus on multiple phases of prevention (primary, secondary and

tertiary prevention). This way of working offers organizations the opportunity to

working on an integrated welfare policy. In this way, we want to contribute to the implementation of strategic and sustainable well-being interventions. Therefore, a

integrated approach to well-being coaching and training and/or research and/or policy considered an added value.

By this we mean the following approach, as described by the International Employee

Assistance Professionals Association: “worksite-based program designed to assist: (a) work

organizations in addressing productivity issues, and (b) ‘employee clients’ in identifying and

resolving personal concerns, including, but not limited to, health, marital, family, financial,

alcohol, drug, legal, emotional, stress or other personal issues that may affect job performance”.

Employee assistance programs transcend the various forms of interventions. This is a

low-threshold support program offered by the employer and where

employees can call on it. This program includes at least psychosocial

support and by extension also assistance with personal problems including:

health problems, family problems, financial and legal problems. This

Services include childcare, orientation and advice.

With regard to the EAP offer, we expect at least that the tenderer standard psychosocial

offer support to employees. This given partners of Poolstok often on this

problems. We describe psychosocial support of the employee

therefore as the basic package within EAP. Psychosocial problems are a combination of

psychological and social problems. Mental health problems have to do with how someone feels

feels, emotions and thoughts. Social problems mean someone who has problems with

other people, institutions or organizations. Psychosocial risks at work are complex

because its causes include multiple factors and the dangers arise on

multiple levels: work organisation, work content, working conditions,

You can expand this basic package with other modules that you include as standard in addition to the

basic package that polestick wants to provide or that you include depending on the needs of the

partner. These modules can be located e.g. situate within:

- Financial aid: debt repayment, possible seizure...

- Physical help: improve sleep quality, learn healthier eating habits...

- Practical help: support childcare or elderly care

- Support for managers: dealing with emotional problems of

employees, how to evaluate stressors at work...

- Legal help: divorce, inheritance...