Sustainable employability

Sustainable employability is a catch-all term. Organizations realize that sustainable employability is not always feasible within the current organization and in the current position. They are also increasingly finding a mismatch between the employees they employ and what they need to deliver as an organization.

Supporting and signaling task

As an employer, you can then take stock of what the employee still needs in terms of further training or start an outplacement program. As an expert by experience in 2nd track and in "being out of place" with a former employer, consultant Catharine Jongebloed has a personal interest in the term sustainable employability. What she wants to focus on now is the sustainable employability of that group of employees who, with a different kind of help, have the capacity to function well again at their own employer for a long time.

So what does this form of sustainable employability mean for me as a work and mobility consultant at Puls ? As a consultant you have a supporting task but also a signaling task. In 2nd track, outplacement or WGA trajectories for the employer and the employee. Because of the intensive 1 on 1 guidance, we can indicate what the right steps are for both parties and act accordingly. We can therefore achieve quite a lot but not only when someone is already sick. Many employers/clients with whom we work are fortunately already actively involved and call us in before this happens.

What is good employment practice?

Suppose a supervisor signals that someone is taking days off frequently (e.g., to recuperate because a baby has just been born or a divorce is going on?) or that someone is requesting advances more frequently (due to money debts?). What do you do then? Especially with current privacy regulations. I think that the interest shown by the supervisor can still make a difference and be taken up as good employment practice by the employee. Corporate social work can then be a godsend, for example. A number of demarcated sessions with the independent BMW'er can be supportive and thus prevent 2nd track .

Different paths to the right path

Suppose someone is functioning in their job but has been struggling lately. And as an employer you wish to retain and help this person because you think that with some targeted help he or she can get back to work and make the transition within your company. There may be a threshold to a psychologist but perhaps not to a Mind Coach. In a number of sessions they can give you the tools you need to function well again. This may be sufficient but it can also indicate where the crux lies and perhaps the person would be better off in another place internally. Even with the support of an AD investigation someone can make a short transition within the company.

Or is an employee in danger of dropping out? Not because of work or work pressure but because a conflict has arisen? Then a mediator can offer a solution to prevent absenteeism or open the way for an external step.

Supporting sustainable employabilityinternally or externally does not always have to be a long-term process. Sometimes a short period through modules can be sufficient. I myself have already seen several employees successfully return to their own or another workplace with the help of a Mindcoach or by supporting a BMW back on track!