What is the company’s current perception of mental health problem cases?
“The cases identified as burnout before the Covid-19 pandemic were not significant at all, and they still aren’t today. Generally speaking, after the Covid-19 pandemic, people, society and companies became more sensitive to this topic of burnout, and it is now more discussed and talked about across every sphere.”
How has the company’s awareness of this theme evolved?
This has been a very present topic in society as a whole, not only in companies, especially since the pandemic. People started to reflect much more on the subject, and there was a change in the lifestyle and daily practices of everyone. Through our leadership and our People team, we keep a very close presence with all of our employees, so that we can support these situations individually, according to each person’s individual needs.
Support channels: Is there any formal mechanism or protocol within the company that an employee can turn to in case of mental health difficulties?
We have several initiatives available for any employee to use according to their personal or professional needs. There is an anonymous support line that all employees have access to, through which they can get support regarding their personal needs at a given moment. Our health insurance includes a free digital channel to book specialist appointments, namely psychology appointments. In addition, we work internally on the area of work-life balance, where our employees have access to a range of varied initiatives (for example unpaid leave, flexible working hours, extra days), with the autonomy to request them whenever they wish, aimed at providing this work-life balance and adjusting to the needs that, throughout life, our employees may want to draw on.
Preventive monitoring: Has the company ever carried out any kind of screening or diagnosis by psychology professionals to optimize employee productivity and wellbeing? If so, how often?
I’m not aware of any screening or diagnosis carried out by psychology professionals in the past. Throughout the year we offer other kinds of screenings that are not mandatory and that any employee can take part in. We also don’t have any internal psychology “department”. Each year we hold a check-up for all employees within the scope of Occupational Health and Safety.
Technological integration: Does the use of wearable devices, such as smartbands, in a work context present any conflict with the company’s internal policies?
“We have ’tight’ internal cybersecurity when it comes to using internal systems externally. As these kinds of devices are personal and belong to the employee themselves, their use or monitoring from a professional standpoint is not foreseen.”
Response strategies: When you feel you’re at risk of burnout, what resources (internal or external) do you usually turn to?
“Over the course of my professional experience I gradually developed personal and professional self-regulation mechanisms. There are more intense periods, but in those moments I always have these strategies, and since I always work with a team, I can share experiences and the more critical challenges, which also helps put the various situations into perspective. Working with people is challenging, but always with very relevant and positive lessons. One thing I do, and consider very relevant for me personally, is therapy, and that is something that gives me many strategies and answers to the problems I face.”