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Appraisal interview I recently had the opportunity to observe how much an appreciation interview can contribute to personal satisfaction by witnessing its positive effects on someone close to me. This prompted me to reflect on the importance of drawing attention to this issue. In some companies, this is already an established practice, but it is often perceived more as a moment of judgment unilateral rather than a bilateral opportunity for growth. Appreciation and recognition of employees play a crucial role in promoting their well-being and ensuring effective corporate health management. The risks of a poorly conducted appraisal interview An appraisal interview should be an opportunity for growth and discussion for both parties. However, when handled poorly, it can turn into a frustrating and demotivating experience for employees. Among the most common mistakes are a lack of preparation, vague or exclusively negative feedback, and an absence of genuine dialogue. If the manager merely lists shortcomings without offering solutions, the employee may feel attacked rather than supported. Similarly, an interview based on unclear criteria or personal preferences may seem unfair and lack credibility. Furthermore, if no concrete objectives for the future are set, the evaluation process loses its significance and becomes a mere formality. To avoid these pitfalls, it is crucial that the appraisal interview is well-structured, transparent, and improvement-oriented, turning it into a genuine growth opportunity for both parties. The importance of appreciating and valuing employees Recognizing and valuing employees not only fosters a positive work environment but also directly influences productivity and loyalty to the company. According to Health Promotion Switzerland, healthy and satisfied employees are a decisive factor in a company’s success. A workplace that promotes well-being and acknowledges individual contributions leads to greater motivation and deeper engagement in achieving company goals. Benefits of appreciation in the CHM context L'integrazione di pratiche di apprezzamento e valorizzazione dei dipendenti all'interno della CHM comporta numerosi vantaggi: Reduced absenteeism: A work environment that recognizes and values employees helps decrease stress and dissatisfaction, thereby reducing sick leave. Increased effectiveness: Motivated and valued employees tend to be more "productive" and committed to their tasks. Improved company climate: Individual appreciation fosters a positive work environment, strengthening interpersonal relationships and team collaboration. Conclusion Employee appreciation and recognition are key elements of well-being and effective corporate health management. Companies that invest in these practices not only promote employee health and satisfaction but also achieve tangible benefits in terms of productivity, reduced absenteeism, and overall organizational success. Source: www.promozionesalute.ch

Life Domain Balance and Work-Life Enrichment: the new concepts to be developed in companies Balance In recent years, the concept of "Life Domain Balance" has gained increasing relevance, especially in a constantly evolving work and social environment. This approach goes beyond simply balancing work and private life; it embraces a holistic vision that includes personal well-being, social relationships, leisure time, and personal growth. A crucial aspect of Life Domain Balance is the management of demands and resources. Demands represent all the requirements, commitments, and pressures we face daily in both work and personal life. Resources, on the other hand, are the tools, skills, and support systems available to help us cope with these demands. Achieving a good balance is not just about reducing demands but also about enhancing resources through activities that promote physical, mental, and emotional well-being. In this context, the concept of "Work-Life Enrichment" offers a positive and dynamic perspective. It refers to the ability of one life domain (e.g., work) to enrich and positively influence another (personal life) and vice versa. Positive experiences in the workplace, such as achieving professional goals, can enhance personal satisfaction, just as a fulfilling personal life can boost motivation and productivity at work. In conclusion, adopting an approach that integrates Life Domain Balance, a well-managed distribution of demands and resources, and Work-Life Enrichment enables individuals to lead a more harmonious and fulfilling life, both professionally and personally. The role of CHM consultants is precisely to help companies promote these concepts through 360° systemic services and projects aimed at improving the well-being of both employees and the organization.

Sense of Coherence (SoC) – A Concept for Enhancing Resilience and Well-Being The Sense of Coherence (SoC) is a psychological concept developed by Aaron Antonovsky, which describes an individual's ability to cope with and manage life's difficulties in a resilient way. It is part of salutogenesis, a medical field that studies the origins of health. In addition to studying how diseases arise, Antonovsky questioned where health comes from and what allows us to stay healthy. For the development of my consulting plans, I also rely on this concept, as it is based on key principles of human well-being. According to Antonovsky, the SoC consists of three fundamental components: Comprehensibility – The perception that the world is structured, predictable, and explainable. People with a high level of comprehensibility can interpret life events coherently, reducing uncertainty and chaos. Manageability – The belief that one has the necessary (personal, social, or environmental) resources to cope with life’s challenges. Those with a high degree of manageability handle stress better because they feel equipped with the right tools to overcome it. Meaningfulness – The sense that life has a purpose and that challenges have value. This is the motivational factor that drives people to engage actively in situations, finding meaning even in difficulties. If you think about it, whenever you take on a task or accept a job, it is because it makes sense to you, you can manage it, and it is understandable. The Impact of Sense of Coherence in Daily Life and Work The SoC is essential for psychological and physical well-being. A person with a high SoC is more resilient, less prone to stress and anxiety, and better able to face adversity with a positive mindset. This concept is particularly important in professional and social settings, where a strong SoC can improve adaptability, relationship quality, and overall well-being. Mental health: A strong SoC is associated with lower levels of depression and anxiety. Resilience: Encourages better adaptation to traumatic or difficult events. Motivation: A strong sense of meaningfulness leads to greater motivation and personal satisfaction. Work environment: The SoC positively influences productivity, engagement, and stress management. SoC in Leadership: A Key to Success and Well-Being In summary, the Sense of Coherence is a fundamental pillar of human well-being, providing the necessary tools to approach life with a proactive and positive attitude. In the workplace, leadership that incorporates the SoC fosters a more harmonious environment, improving organizational well-being and productivity. A leader with a high level of SoC can communicate clearly, provide the necessary resources to face challenges, and appreciate employees’ contributions, making their work more meaningful. The benefits of applying SoC in leadership include increased motivation and employee engagement, reduced stress and burnout, as well as improved collaboration and mutual trust. Companies that embrace a SoC-based leadership approach report higher levels of job satisfaction and performance, creating a positive cycle of well-being and success. Conclusion Integrating the Sense of Coherence into leadership not only improves work quality but also represents a competitive advantage for organizations aiming for sustainable and positive development. Since it is not always easy to offer the best to employees, I invite you to develop a project together based on SoC principles – and beyond. Feel free to contact me!

Every change brings with it a promise, but also a challenge. When I decided to embark on the journey of creating my own corporate health management consulting company, I was aware that it would not be easy. Yet, nothing had really prepared me for the emotional and practical complexity of this change, at a time that was already full of physical and personal challenges. Leaving the certain for the uncertain is an act of faith in oneself, and fortunately I did not jump in 100%. There is a moment when you look at your dream and decide that the time has come to turn it into reality. But between the dream and reality there is a bridge made of doubts, fears and sometimes loneliness. Creating a company means starting from scratch, building each brick with care, but also with effort. For me, who chose such a delicate field as corporate health, it was fundamental to believe in my vision: to improve the quality of people's lives in the workplace and help businesses thrive through wellbeing. But despite my passion and expertise, finding my first clients is perhaps one of the most difficult hurdles to face. I have spent days and nights wondering if I am doing the right thing. I am confronted with closed doors, with a market that sometimes seems not to want to listen, and with the feeling that I am always going uphill. But every ‘no’ is a lesson. Every silence teaches me to refine my approach, to be clearer in communicating the value of my work and, above all, to never lose sight of why I started. Yet, it is precisely in the most difficult moments that I find unexpected hope. A message of encouragement from an acquaintance, a valuable piece of advice, or even a simple ‘like’ to one of my social posts have the power to brighten my day. It is amazing how a small gesture of support can re-energise you and remind you that you are not alone in this adventure. Change, they say, is the only constant in life. True, but experiencing it first-hand is anything but simple. It puts you in front of a version of yourself you don't know: a more resilient, braver, more creative version. It forces you to look your insecurities in the eye and choose every day not to give up. Even today I continue to build my dream, I know there is still a long way to go. But I also know that every small step forward is a victory. Every customer won is a confirmation that my vision has value. And every challenge overcome reminds me that change is not only difficult: it is also incredibly transformative. Conclusion To all those who are in a phase of change, who are facing the difficulties of creating something new: you are not alone. And remember, a small gesture of support, such as a kind word, a token of appreciation, sharing a post, can make a big difference. The journey is challenging, but there is nothing more rewarding than seeing your vision take shape, one step at a time. To everyone who knows someone who is going through a change, of whatever nature, support them as best you can: they will be TRULY GRATEFUL .

For the past few months I have been trying to make a name for myself with my new consultancy business focused on Workplace Health Management (WHM). But what specifically is WHM and who is it aimed at? My intention is to get as many managers or heads of companies (especially in small and medium seized companies) to implement it for the benefit of the employees but also for the company itself. WHM in Switzerland is a systematic approach to promote and protect the health of employees and here are the main components of WHM: 1.    Absence management and case management 2.    WHM strategy and in particular: a.    Occupational safety and health protection b.    Strategic WHM rootedness, c.    Involvement of female employees in the WHM, d.    Verification of the effectiveness of the WHM 3.    Company health promotion (WHP) and employee surveys: a.    Promotion of exercise/sport b.    Promotion of healthy eating/healthy food supply c.    Stress/psychological health awareness d.    Surveys among employees 4.    Work organisation, staff and organisational development a.    Ergonomic workstations/work environment b.    Promotion of rest/breaks c.    Good company culture/ appreciative management culture d.    Health-promoting task setting e.    Work-life balance f.     Staff development and promotion   These components work together to create a healthy and productive working environment, enhancing the well-being of employees and, consequently, business success. WHM is therefore not just the fruit basket or the sports team, there is much more that involves the Structure, Culture and Strategy of the company in its internal vision. It is painstaking, constant work that requires energy, perseverance, communication and a willingness to change. What do you think? Is WHM already active in your company? Would you like to implement it? Share your experience and if you want help, contact me.

The Swiss Health Survey: Work and Health 2012–2022 shows a significant increase in stress levels at work over the past ten years. The proportion of people reporting suffering from stress has increased from 18% in 2012 to 23% in 2022. This increase represents the largest increase among working conditions that may pose physical or psychosocial risks to health 1 . Here are some key points that emerged from the survey published by the Federal Statistical Office on May 23, 2024: 1. Stress at work : In 2022, 25% of professionally active women and 21% of professionally active men said they were often or always stressed at work. These percentages are increasing, especially among women. In 2012, 17% of women were stressed, while 18% of men were stressed. In 2022, the sector where stress was most prevalent (29%) was health and social services 2 . 2. Risk of burnout : The proportion of women who are emotionally exhausted at work and at higher risk of burnout increased from 20% in 2012 to 25% in 2022. The proportion of men at risk of burnout remained stable at 19%. People under stress are more likely to feel emotionally exhausted: more than half of stressed people (53%) said this was the case. 27% of emotionally exhausted people had symptoms of depression, compared to 5% of those who were not depressed 2 . 3. Sexual harassment : In 2022, more women than men reported being victims of discrimination or violence at work (21% versus 16%). This difference is mainly due to the fact that in the 12 months preceding the survey, the proportion of women who had experienced gender discrimination at work was significantly higher than that of men (8.4% versus 1.5%). Sexual harassment situations were also reported more frequently by women (1.7% versus 0.4%). When looking at women aged 15 to 29, this proportion rises to 4.1%. The proportion of women who report having suffered sexual harassment increased from 0.6% in 2012 to 1.7% in 2022 2 . 4. Physical risks : In 2022, 47% of men and 43% of women were exposed to at least three out of ten physical risks at work. For men, this represents a slight decrease compared to 2012 (50%). The most significant decrease concerns exposure to toxic or harmful products, which rose from 28% in 2012 to 23% in 2022. Women are more exposed to physical risks associated with painful or tiring positions (50% versus 45%) and lifting or moving people (15% versus 8%), often in childcare or childcare jobs 2 . 5. Risk sectors : In agriculture and construction, physical risks clearly outweigh psychosocial risks, with more than 80% of people exposed to three or more physical risks. In healthcare, catering, retail and transport, psychosocial risks are just as common as physical ones 2 . In summary, the survey highlights the importance of tackling the problem of stress in the workplace and taking preventive measures to improve the health and well-being of workers. Workers need you. 1 and 2 https://www.bfs.admin.ch/bfs/en/home/news/press-releases.assetdetail.31866460.html

In Switzerland, too, Absenteism in companies increased sharply in 2023, as did the resulting costs. In addition to the classic absences due to illness and injury, absences due to psychological reasons have also increased. Around a quarter of companies are struggling with employees who suffer from mental health problems, such as: Stress and work pressure : A stressful work environment, tight deadlines and high expectations can lead to absenteeism due to mental health problems. Personal problems : Personal events such as bereavement, divorce or family problems can affect mental health and lead to absenteeism. Mental disorders : Conditions such as depression, anxiety, bipolar disorder or eating disorders can lead to absenteeism from work. Bullying : Being a victim of bullying in the workplace can have a significant impact on mental health and lead to absenteeism. Burnout syndrome : Burnout, caused by excessive work stress and a lack of work-life balance, can lead to long absences. Sleep problems : Sleep disorders such as insomnia can affect your ability to work and lead to absenteeism. Relationship problems : Conflicts with colleagues or superiors can have a negative impact on mental health and lead to absenteeism. It is important for employers to recognize these factors and promote a healthy and supportive work environment to reduce mental health-related absenteeism.