Almost 4 in 10 Flemish workers struggle with a high workload. This is according to SERV ‘s Werkbaarheidsmeting| Stichting Innovatie & Arbeid (Manageable work poll | Foundation Innovation & Labour) in 2019. This is worrying news, because the higher the workload, the lower the manageability of work. An integrated prevention policy can help companies to lower the workload. 


SERV | Stichting Innovatie & Arbeid has been measuring the manageability of work in Flanders since 2004. In order to do so, the institution organises a large-scale survey on work-related stress, motivation, learning opportunities and work-life balance every three years.
 

From the first measurement in 2004 (31%) to the latest measurement in 2019 (37.6%), the number of Flemish workers with a high workload increased by as much as one-fifth. This high workload causes employees to suffer health problems, inadequate de-connection and reduced motivation.

In every subset of the manageable-work survey, a large group experiences too much pressure. However, there a few significant differences. For instance, more women (39.5%) report having a high workload than men (35.2%). Apart from that, workload figures are highest among executives (53.1%) and middle-management positions (42.8%).

At sector level, the workload increased the most in healthcare and education jobs (from 28.3% to 44.7% and from 25.6% to 40.8%, respectively), with the financial sector scoring worst of all (45.7%).
 

To turn the tide, companies must commit to a policy-based approach to prevention. However, this is easier said than done, as organisations often lack an understanding of the workload in their workplace. As a result, management intervenes only when concrete problems arise through, for example, turnover, burnout, absenteeism and difficult recruitment.

Well-being organisations and external prevention services can help companies draw up a personalised prevention plan. Unfortunately, many companies are not yet finding their way to the right partners.

In addition, companies indicate that incentives for long-term well-being programmes would make a big difference. Consider, for example, the Flemish workability vouchers, which allows companies to receive support of up to €10,000 to map their labour conditions.

An excessive workload has serious consequences for employees' mental and physical well-being. With a policy-based prevention approach, you bet on the health of employees and prevent absenteeism. Our experts will be happy to help you with this. Complete the form below and we will be in touch as soon as possible.