Page 127 - Company Excellence

The Healthy Company

People who feel good at work perform better

You probably won't disagree with me: Only those who are
psychologically resilient and have a high resilience factor can cope with
stress and strain. Those who increase their resilience in terms of the
seven classic resilience pillars (Rampe 2005) - optimism, acceptance,
solution orientation, abandonment of the victim role, assumption of
responsibility, networking and future orientation - ensure that their
energy tank is always well filled and that they can "refuel". Resilience
at the workplace and in the company also means that the company must
set up the framework conditions and the accompanying circumstances,
as well as the work processes and the work organization in such a way
that the managers and employees have the opportunity to strengthen
their resistance forces in the first place. This is the best way to
increase mental health in the entire company.

It is therefore crucial to protect people from being over- or
from excessive demands and underperformance, while at the
same time and to prevent inner burnout, which leads to inner
resignation and absenteeism, which leads to inner resignation
and absenteeism from work.

This already starts with recruiting. The hiring process should be done
in a way that ensures that the candidate's value system and that of
the company are compatible, for example. An applicant should be
able to identify with what the company does and not have to bend
at the workplace. An applicant who attaches importance to working
independently and on her own responsibility is not in good hands in a
strictly hierarchically structured company and is unlikely to achieve
top performance there. The aim is also to create a value match that
allows the applicant numerous opportunities for identification. As far
as possible, she should find herself in the values of the employer.

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