Work Ability Management Overview for small workplaces

Duration: Responding to the survey takes 10 minutes.
Contents: There are a total of 23 questions.
Result: Immediate feedback on the status of work ability management and ways to develop it.

Go to the tool

• Who is it for?
  The survey is used to assess the situation in the entire workplace. The survey is conducted by one or more people involved in work ability management at the workplace, such as a manager, supervisor or human resource specialist.
• Benefits?
  The survey helps workplaces that are less familiar with work ability support to understand what work ability management includes and what needs to be developed at the workplace. The survey should be conducted regularly, such as annually or after the implementation of development measures to assess their effectiveness. The method cards offered after replying to the survey review the basics of work ability management at small workplaces and offer development measures. They also provide links for those who would like to learn more.

When talking about the maintenance and support of work ability, it is examined broadly and can be illustrated with the help of the Work Ability House.

Work ability is based on health and functional capacity, but it is also influenced by the individual’s competence, values, attitudes and motivation as well as the work community and working conditions. Good leadership ensures that there is a balance between the demands of the work and the resources of the employee. In addition, work ability is affected by the employee’s family and immediate social environment as well as external factors, such as attitudes and laws.

Work ability management is an important part of daily management. It includes both proactive and return-to-work support measures that

• identify and strengthen employees’ and the work community’s resources. 
• anticipate risks to work ability, health and safety. 
• support to the employee to continue and return to work in collaboration with other parties.

The survey is conducted by one or more people involved in work the ability management at the workplace, such as a manager, supervisor or human resources specialist. After responding to the statements, you will receive a summary report.

• Pay particular attention to the questions that have been highlighted in red and yellow.
• The method cards provide information to support development and links to further information.
• You should agree on development measures together.
• Agree,
  • what you will start to develop first
  • who will take the main responsibility for the progress of the development work
  • the schedule for implementing the measures
  • how the progress of the development work will be followed. 

Work ability support measures (PDF)

Strengthening and supporting work ability (PDF)

Collaboration and workplace culture (PDF)