The usefulness and necessity of a Sustainable Employability Study (DIO)
As an employer, you undoubtedly recognize it: some of your employees have been with you for a long time, and some of them are even still working in the same position in which they once started.
Is your employee still keeping up with the changes?
Whether this is a good or bad sign remains to be seen. The world is changing at a rapid pace and organizations must move with these changes to remain successful. What about your employees? In a world where "change" seems to be the only constant, they are increasingly expected to automatically adapt to these changes. But can you simply expect this of your employees?
The labor experts at Puls see it happen regularly in practice: Some try to change along as much as possible, but go beyond their own limits in the process. Another part does not want to change, because they do not agree with the changes, for example. Recognizing an imbalance between the workload and the work capacity of an employee is therefore of great importance in order to prevent possible failure in the future.
Get a grip on imbalance!
Puls has developed a Sustainable Employability Examination (DIO), also called a preventive examination, in which both the employer and the employee gain insight into the signals of possible imbalance, its cause and how the balance can be restored.
There are various reasons and/or signals that give cause for the deployment of a DIO. These leads and/or signals can come from either the employee or the employer.
| Reason/signal employer | Reason/signal employee |
| The results of a PMO or other similar examination | The results of a PMO or other similar examination / Advice from the confidential advisor / CLA |
| The employee is not sick or absent, but there is a change in his or her behavior. Such as arriving late to work, shorter days, fatigue, irritability, etc. | The employee wants to talk about his or her future or advancement opportunities with the organization. |
| The employee has increasing difficulty with certain activities. | The employee experiences difficulty with certain actions at work. |
| The mode of operation has changed; the employee is struggling to keep up or cannot keep up. | Employee can no longer perform certain actions or cannot keep up with changes in work. |
| Job content changes. | The employee lacks the knowledge and skills to still perform the job well and experiences that he can no longer obtain them. |
| There is frequent absenteeism | Employee has private reasons why he or she can perform his or her own work less or no longer. |
| The employee has medical reasons why he cannot perform some or all of his own work. | |
| Progress and performance review with supervisor. | The employee no longer enjoys their own work/organization. |
The labor experts at Puls provide you with comprehensive advice that will help you and your employee move forward and better ensure your employee's sustainable employability! If desired, they offer guidance in the implementation of the action plan.
Want to know more about the sustainable employability survey?
Then feel free to contact us at servicedesk@pulsinzetbaarheid.nl or at 088 - 0322460. We will be happy to tell you more about the possibilities. Read more about the Sustainable Employability Survey.
