Our approach

Creating a vital organisation begins not at the HR manager’s desk but at the board table. Genuine support has to exist in the boardroom to carry out successfully a sustainable employability project at all levels of the organisation. Not a one-size-fits-all project, by the way. Each one is unique, just like your organisation. That’s how we build on the extensive expertise of our vitality professionals and our broad network of talented and passionate subject specialists.

Just six steps to a vital organization

Infographic Habilis Wellbeing at work
  1. 1. Conduct an intake and analysis

    Each project starts with a good conversation. One in which we discuss the company’s aims, culture and major obstacles. We analyse relevant information concerning absenteeism, employee satisfaction, risk evaluations and much more. Then we identify opportunities and what investing in vitality in your organization can deliver.

  2. 2. Perform an employability scan

    As soon as your company and ours are ready, we commence with the employability scan. This validated measuring instrument from TNO enables us to identify the current employability of your employees. It also gives management insight into 'where the actual pain is' concerning the short and (medium) long-term employability of the organization’s employees.

    The outcomes of this scan help us to jointly develop an appropriate action plan. A plan in which individual employees get involved, managers learn vitality and employability management, and the organization improves its focus on sustainable employability.

  3. 3. Design a tailor-made work program

    Now we know what it takes to create a vital organization, we can develop the action plan even further with a customized Wellbeing at Work program (no rolling out standard training courses for us). A tailor-made approach safeguards the continuity of knowledge on the shop floor and focuses on specific themes such as absenteeism policy, vitality in teams, policy for older employees, workload pressure and work stress. The basis of the plan is the cornerstone of sustainable employability as defined by TNO/NPDI.

  4. 4. Receive the commitment of experts

    For every program, we match the needs of the organization with the profiles of our experts in absenteeism, vitality and vital leadership. These authorities have gained the necessary experience in their respective fields in both the classroom and in respected international organizations. If there's a need for practical intervention on the shop floor (e.g. by individual vitality coaches and lifestyle and career coaches), we can point you in the right direction, thanks to our wide network.

  5. 5. Insert a link to HR policy

    Many programs go 'wrong' when it comes to embedding the subject of vitality in organization strategy and HR policy. What we usually see is nice but separate interventions that gradually disappear from the scene, not only from the shop floor but also from the management agenda. The result is employees falling back into old habits.

    Our many years' experience in HR has taught us how important it is to safeguard vitality as a strategic topic for sustainable employability in the organization, and we're keen to help make that happen. Not only in HR policy but also in existing processes.

  6. 6. Provide feedback and optimization

    We don't want to make short, fast interventions and then do a disappearing act. What we want are permanent results for the organizations that we help (see, even here we like to think in terms of sustainability). That’s why we create opportunity for regular feedback and optimization at all levels. We monitor the progress and results of the Wellbeing at Work program, give our recommendations, and listen carefully to your dreams and expectations. In doing so, we create together vital organizations, where employees are healthy and happy in their work.