Corporate social work: floral dress or tailored suit?

Corporate social work; for some a natural commitment, for others an unfamiliar service with the image of 'flowery dress and woolly socks'. The opposite is true ... Marike Westland explains.

As a corporate social worker, you can make a big difference for the person behind the employee and by extension, the employer.

However, the scope of the service is broad and can be hidden under the denominator of 'privacy', so that it is not always clear to employers what exactly the added value can be. It is up to me to give you an idea of corporate social work and the importance of customization; what does it entail, when do you deploy this service and what does it deliver?

What does a corporate social worker do?

As a company social worker you move in a broad playing field in which you have to deal with different needs and stakeholders. Within this playing field, you focus in the first place on promoting the well-being of the employee and helping solve obstacles that hinder functioning. This with a view to preventing (long-term) absenteeism or reducing the duration of absenteeism where possible.

As a company social worker, you are the interlocutor for both employer and employee. Especially in this dual role, it is important that expectations, wishes and goals are clear and transparent for everyone. The better connected everyone is in the process, the more effective the effort.

When?

Clearly, anything that is deployed preventively is most effective, as is the deployment of company social work. The earlier signals are visible and picked up, the sooner they can receive the proper attention. A low-threshold helpline from social workers offers a solution.

For example, when there are problems in the private sphere, due to divorce, illness or death. Or when financial problems cause anxiety and stress. There may also be issues at work, such as changes in the work environment, career prospects, or an unhealthy work-life balance. But also guidance in reintegration, bridging paths to deployed help or more coaching-oriented questions can fall under the deployment.

Even if there are signals, but no concrete picture yet; the so-called 'gut feelings', it can be very useful to offer company social work. By offering a confidential conversation, the employer shows attention and support without directly becoming a discussion partner. Through such an initial conversation, it becomes clear whether the signals require attention. Corporate Social Work can advise, assist or design a follow-up trajectory.

What does it provide?

If the combination of people, work and circumstances fit into models, the use of corporate social might have been measurable and demonstrable. Unfortunately, practice shows that this is not the case; instead of figures and numbers, it is about feelings and behaviors. This means that the added value is and can be experienced primarily by the employees and employers themselves; they can estimate what has been prevented, shortened or resolved with the help of company social work.

For this reason, it is important that sufficient ground be created for connection and coordination within the collaboration with corporate social work. This in order to make a difference from a shared goal and vision, appropriate to the organization, culture and employees, and thus contribute to sustainable employability.

If you are curious as to how corporate social work can add value within your organization, if you have a case in which you are curious as to whether corporate social work might be appropriate or if you would like to talk further about the way we work and the possibilities? Please contact us.