Tool Box

General information
Tool:
Workplace lighting

Kind of tool:
Guides 
Target group:
Employees and Small and Micro Enterprises Managers, entrepreneurs 
Duration in minutes:
30-40 mins 
Description of the tool:
This tool allows micro-enterprises, small business and potential entrepreneurs to understand how lighting installations in workplaces should be conditioned, so that they allow the correct performance of the workers without damaging their visual health. These types of aspects are sometimes overlooked, as specific knowledge is often required. This document offers a guide and questionnaires to understand and adapt lighting conditions to achieve a workspace adapted to the needs of your workers.  
Benefit of the tool:
Thanks to the guide and questionnaires offered, this tool allows to understand the lighting needs of a workplace, as well as guidelines and tests to make the appropriate corrections and evaluate the requests and needs of workers. We have to be aware of the importance of a good lighting conditioning, because factors such as performance, effectiveness and health of employees can be affected. Hence the need for this tool. 
Duration:
30-40 mins 
How to use the tool:
The next form is arranged in 4 sections. 1. Illumination guide. 2. Illumination questionnaire for the Entrepreneur. 3. Illumination questionnaire for the Workers. 4. Action Plan. You must read carefully the explanations and guide offered, and then fill out the questionnaire, which will show out the strengths and shortcomings of our workplace. Afterwards, you should provide the employees with the specific questionnaire for them, and evaluate the needs to implement corrections.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Labour risks and Prevention services

Kind of tool:
Questionnaire 
Target group:
Employers and employees from all sectors 
Duration in minutes:
20 minutes 
Description of the tool:
The tool aims to inform employees and employers about the labour risk prevention service, to make sure that all rules are complied with, e.g., evaluations, delivery of material, training of employees. These are some of the aspects analysed in the tool, which is useful for the enterprise to know what procedures are needed for the safety of the workers and for the workers to know what they should receive.  
Benefit of the tool:
The benefits of the tool are to improve the knowledge of companies and their workers on the prevention of occupational risks and to know the measures that prevention services comply with. 
Duration:
20 minutes 
How to use the tool:
The tool is presented as a checklist, the user will have to read the statements and tick YES or NO. If the answers are YES, he/she will know that he/she is complying with the necessary requirements, but if the answers are NO, he/she will have to look at the aspects that do not respect the necessary measures and act to change them. 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Working sessions: interviews, meetings and teamwork

Kind of tool:
Infographics 
Target group:
Small and micro enterprises. 
Duration in minutes:
20 minutes 
Description of the tool:
The tool aims to show the different working sessions that can be carried out in small and micro enterprises and how to develop them effectively. small and micro enterprises and how to develop them effectively.  
Benefit of the tool:
The tool will allow you to learn methods to promote teamwork, to face a job interview (both as interviewee and interviewer), to train workers. In addition, the objectives include: obtaining information, giving results, reducing the time needed to develop a project or a task and boosting user involvement and improving the product.  
Duration:
20 minutes 
How to use the tool:
To make the most of the tool, we recommend that you read it carefully and take notes of the ideas that come to mind when you read it. Then you will know what you can implement in your business and how to do it.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Remote work: Do our workspaces fit our needs?

Kind of tool:
Questionnaire 
Target group:
Administration and workers 
Duration in minutes:
20 minutes 
Description of the tool:
Due to the pandemic, many businesses have implemented remote working, as a result, workers had to turn their homes into offices. Despite the resulting compromise to allocate home space for said ‘home offices’, it does not always meet the right security measures. This tool enables an analysis of home working stations to understand whether the adopted measures and habits are adequate, if they were not, advice and recommendations on how to improve them will be provided.  
Benefit of the tool:
This tool allows the worker to understand if his/her station is well adapted or whether it needs changes in order to boost his/her working activity, at the same time, this tool is also useful for their enterprises, since it will let them know the current state of their workers. 
Duration:
20 minutes 
How to use the tool:
This tool is presented in the shape of a yes/no survey to be filled by both workers and businesses. Affirmative answers would mean that the measures adopted by workers are correct and no changes should be made, on the other hand, negative answers, would entail reading the recommendations in the last column in order to know what are the measures to take on health, work and effectiveness grounds. Lastly, a checklist will be provided to verify that your home work station takes into account the necessary conditions to work efficiently. 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Business Development Plan

Kind of tool:
Guides 
Target group:
Small and micro-business, entrepreneurs.  
Duration in minutes:
30-120 min 
Description of the tool:
This tool allows potential entrepreneurs to recognise their qualities and exploit them thanks to a business plan. Before we start an enterprise, we must think of ourselves. Recognising our strengths and weaknesses, seeking inspiration from other entrepreneurs or setting goals, obstacles or scenarios will help us understand the dynamics and possible situations in which we may find ourselves once we start our business. This form will allow you to analyse all these aspects succinctly and effectively. 
Benefit of the tool:
Thanks to the guidelines offered by this tool, it is possible to understand our entrepreneur features, both those we must boost and those we must correct. Thinking of our references and objectives is necessary to implement our business plan, and to know how to react in every commercial situation. Anticipation is a must in our entrepreneurial journey, and a good action plan of our business can make the difference.  
Duration:
30-120 min 
How to use the tool:
The next form is arranged in 5 sections: 1. Entrepreneur features form. 2. References form. 3. Scenarios form. 4. Objectives form. 5. Action plan. The entrepreneur must read the indications in each section and reflect about each field in the chart. After this, the chart must be filled with the required information, so that it can be consulted, updated and shared with our team.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
What kind of leader are you?

Kind of tool:
Questionnaire 
Target group:
Employers of micro and small enterprises. 
Duration in minutes:
20 minutes 
Description of the tool:
This tool allows the identification of existing leader typologies. Managers can assess their aptitude and behaviour by taking part in the questionnaire, so that they can reflect on their work and their relationship with their employees. Below you will find the description of each profile and you will identify yourself with one or more of them, following Daniel Goleman's theory, according to which different types of leaders can coexist in each person. 
Benefit of the tool:
The benefit of the tool is to analyse one's own attitude as a manager, reflect on it and understand how to improve. The manager will be able to adopt some behaviours, inspired by each profile, so that he/she will be able to understand the best way to approach and deal with each situation, leading to an improvement in his/her work management. 
Duration:
20 minutes 
How to use the tool:
To take advantage of the tool, the manager will start by filling in the form. It presents six tables that determine a leader typology, to which he/she can answer by marking: strongly agree, agree, neutral, disagree or strongly disagree. At the end of the questionnaire, you will be able to find out which are the typologies of leaders, their characteristics and with which you agree. In this way, you will know which leader you are and how you could improve your management skills. 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Labour Risk Prevention

Kind of tool:
Guides 
Target group:
Managers and Young workers. 
Duration in minutes:
30 minutes 
Description of the tool:
This tool is useful for young employees to be aware of labour risks that can occur at the workplace and to know how to prevent them. The working environment can cause safety hazards for workers, represented by ladders, computers or other IT equipment. In these cases, the attitude of the worker is fundamental, in fact, in order to prevent risks, he or she should always use the equipment and working tools correctly and inform a superior if there are risks. With the following guidelines, young workers and their managers will receive recommendations concerning safety in the office, the preventive measures they can follow to avoid risks and hazards, and to ensure appropriate working arrangements for the worker.  
Benefit of the tool:
Thanks to the guidelines offered by this tool on occupational risks and their prevention, managers and young workers will have information and a reference to check their compliance with the requirements. To make this more visual and easier, they can tick the boxes in green, blue and red. The first one, the green one, helps them to indicate that everything is correct and that they already comply with the requirement; the second one, the blue one, indicates that something needs to be added/changed; the red section, on the other hand, should be ticked to indicate that new measures need to be taken and concrete changes need to be implemented in order to comply with the guideline 
Duration:
30 minutes 
How to use the tool:
The following guidelines are arranged in 4 areas: 1. Risks in the management of young talent. 2. Risks at the office. 3. Risks and prevention. 4. Postural hygiene. 5. Workplace measures. The first step is for the company managers to read the guidelines and tick the box in green, blue or red, depending on the measures taken in their company. In this way they will be able to identify which guidelines are already in place, which ones should undergo minor changes and which ones need to be radically changed. This will allow them to quickly and visibly identify what needs to be done and they will be able to make a "to do list" to identify the measures they will need to implement to ensure safety in the workplace. In addition, the managers should also provide the guidelines to the employees, so that they can take note of them and take care of themselves.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Healthy workplace – Key area of influence

Kind of tool:
Guides 
Target group:
Employers and employees  
Duration in minutes:
20 minutes 
Description of the tool:
The tool aims to show the different key areas of influence that can be mobilized or influenced in healthy workplace initiatives. Employers or employees can choose from the offered key areas for which they feel need to pay more attention in order to influence the improvement or creation of a healthy workplace, and how to develop the key areas effectively.  
Benefit of the tool:
The tool will allow you to create a healthy workplace, by choosing and implementing the method “learning guideline” given by the key areas of influence. This constructed tool can be helpful and also can be applied in those workplaces and businesses where there are records of work-related injuries or illnesses, or the workplace carries a special weight that bears the above records, especially in places where there is little knowledge of the importance of maintaining or creating a healthy workplace. The objectives include: obtaining information, geting results, reducing the time needed to develop a key area (identifying and resolving problem) and boosting user involvement in improvement and creation of healthy workplace.  
Duration:
20 minutes 
How to use the tool:
To make the most of the tool, we recommend to read it carefully, then choose the key priority level and to continue taking notes of each method while reading it. Then you will detect the problem, select a method of implementation and how to evaluate the process further.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CDI 

General information
Tool:
The ‘WAI’ (Work-ability Index) Questionnaire

Kind of tool:
Questionnaire 
Target group:
Management as well as employees (workers, clerks, etc.) 
Duration in minutes:
15 min 
Description of the tool:
Developed by CIIP (Italian inter-association consultation for prevention), the Work Ability Index (WAI) Questionnaire includes a very detailed list of questions aimed at investigating among employees not only the general level of satisfaction with the work but also, and most importantly, if the tasks carried out on a daily basis in their workplace are affecting (or acted already) their well-being, physical and/or mental health. The tool does not seem to have a specific target, meaning it can be addressed to management staff as employees. At the same time, it does not seems referring to any specific industry. External consultants as well managing directors can rely on it very efficiently and effectively.  
Benefit of the tool:
The overall layout is very clear and easy to understand. As already mentioned, the tool can potentially find many different applications in various ecosystems since it is not tailored on any specific industry/target group. Health and well-being are universal concerns, as such, questions are designed to be as inclusive as possible. Finally, the tool is also particularly beneficial because it takes into consideration both dimensions of well-being in work places: physical and mental.  
Duration:
15 min 
How to use the tool:
The tool is very self-explanatory and user-friendly. But the actual use of results can really depend on the final recipient. The tone of responses might diverge quite significantly if the targets is represented by workers (i.e., ‘blue collars’) rather than clerks. But this represents also the most interesting scenario. For the sake of convenience let’s pretend that the management wishes to investigate the fatigue-feeling that his/her staff perceive in relation to their job and if they are truly satisfied with their conditions. Workers are typically invested in manual efforts, while generally speaking, clerks’ occupations are more ‘mental’ demanding. By comparing the two groups, management can have a very comprehensive impression on which specific function of their value chain harms staff’s well-being the most. The model can be even further refined if the gender and generational variables are taken into consideration. This might be relevant and useful for SMEs at higher degrees of internal diversity. Results can be finally crossmatched to identify the categories at risk, and from there, design and implemented consistent safeguard plans. If the case results depict a concerning picture, Management should consider the opportunity to conduct follow-up interviews and focus groups with representatives, groups leaders, etc. From what we saw, there is not a defined guideline on how to use the WAI questionnaire. It is as very flexible tool that can be readapted based on the specific context of reference and the primary motivations behind its use.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IDP 

General information
Tool:
Return to work process

Kind of tool:
Guides 
Target group:
Employers and employees 
Duration in minutes:
30 minutes 
Description of the tool:
This tool allows the users, based on their position in the enterprise, to understand the very meaning of the return to work process after a health problem or injury. This document helps reducing the time of further delaying of return to work process. The document offers a return to work guide and questionnaires for each profile to assess their knowledge and at which point in the process they did not pay any or enough attention, so they can adapt to the needs. 
Benefit of the tool:
Thanks to the offered guide and questionnaires, this tool will allow users to understand the return to work process, as well as to check if they ever encountered any step from the process, to know and to be able to take any of the steps for further use. The tools itself is raising the awareness of the importance of every step in the return to work process, because all of them together contributes to the success.  
Duration:
30 minutes 
How to use the tool:
This tool is sorted in 5 sections: 1. Return to work guide for Employee 2. Check form (questionnaire) for the Employee 3. Return to work guide for Employer 4. Check form (questionnaire) for the Employer 5. Action Plan After you choose a profile, you must read carefully the explanations and guide offered, and then fill out the questionnaire form, which will show your experience related to the return-to-work process. Afterwards, each profile can evaluate the needs to implement corrections if needed.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CDI 

General information
Tool:
Onboarding – Induction of new employees

Kind of tool:
Checklist 
Target group:
Employers, small and micro enterprise managers, entrepreneurs 
Duration in minutes:
20 minutes 
Description of the tool:
This tool allows employers, managers and entrepreneurs of micro-enterprises and small business to better integrate new employees. New employees should feel comfortable from day one. Because satisfied employees are more motivated, more committed, more productive. And they stay with the company longer - which is increasingly important, especially in view of the shortage of skilled workers. 
Benefit of the tool:
The guide and the checklist help employers and managers of small and micro enterprises as well as entrepreneurs with the integration of new employees. The onboarding process is a tool to induct new people into the company with a clear structure so new employees can feel comfortable from the first day on. 
Duration:
20 minutes 
How to use the tool:
The tool is arranged in 2 sections. 1. Onboarding guide. 2. Onboarding checklist Read the guide carefully and use the information it offers. The checklist helps you to catch up with every step of the onboarding process.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Check Personnel Management

Kind of tool:
Checklist 
Target group:
Executives, owners and managing directors 
Duration in minutes:
30 minutes 
Description of the tool:
Good staff is indispensable for your company's success. Their success depends largely on the employees. Whether people contribute their ideas and skills to the company depends largely on the quality of your personnel management. The decisive challenges for good personnel management are: increase the attractiveness as an employee and find, promote and retain good employees. The tool can be used by the entrepreneur himself – even without the support of an internal or external consultant. The checklist supports the prioritization of the right and necessary need for action.  
Benefit of the tool:
In the Check Personnel Management you will find many suggestions for good personnel management. The check helps you to empower and motivate the employees so that good performance can be achieved. 
Duration:
30 minutes 
How to use the tool:
The checklist consists of 12 parts: - Personnel planning - Staff development - Personnel recruitment - Motivating personnel measures - Good working atmosphere - Internal communication as a management task - Targeted use of the diversity of different people - Employer attractiveness - Basic attitude of employees - Clarifying and conveying values and principles - Know your own strengths and weaknesses - Plan of action Please check according to the "traffic light system" which statements apply to you and your company (green), which are partly true (blue) and which are rather not true (red). In the action plan, define the most important measures that you want to tackle in your company. Look at all those points where you have ticked urgent need for action (red) or need for action (blue).  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
No stress with the stress – Stress Check

Kind of tool:
Checklist 
Target group:
Executives, owners and managing directors  
Duration in minutes:
10 minutes 
Description of the tool:
It's not easy to tell if you're just a bit overworked and ready for the holiday or if the stress is making you sick. Your employees may also be exhausted due to constant stress. What about your company? The aim of this stress check is to recognize one's own stress situation and to make the stress situation transparent with the employees. The tool is a tool for management. It can be used without external consultants.  
Benefit of the tool:
The stress check allows you to reduce your own stress and recognize the stress factor of your employees and, depending on the result, to quickly take the right measures to improve the situation. The review takes 10 minutes and thus achieves clear results in the shortest possible time. 
Duration:
10 minutes 
How to use the tool:
Please tick "yes" if the respective statement is correct. Please choose "yes" or "no", even if it is difficult for you. In the first part of the stress check, you will find some typical symptoms that will give you clues as to whether your stress exposure is already leading to signs of chronic fatigue or physical illness. In the second part, you will find corresponding statements on signs that indicate stress among employees in your company. After processing the two parts of the check, please consider which points you would like to actively tackle in the future: - Where do you see a need for action? - What opportunities for improvement are there? Please enter the necessary measures in the action plan.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Designing Work Sessions Well – Designing change management processes in small companies

Kind of tool:
Guides 
Target group:
Executives, owners and managing directors 
Duration in minutes:
1-3 hours 
Description of the tool:
Especially in small businesses, it is important that everyone pulls together. Especially in the case of change management processes, employees often react angrily if they are not informed in good time. It is often also helpful to involve employees in important change processes right from the start. In this way, a common understanding of the necessary measures can be created. One possibility for the participation of employees is the implementation of topic-related work sessions. The tool is of great importance to approach problem solving in the direction of company development in an employee-oriented manner.  
Benefit of the tool:
The present action guide provides information on how to conduct a well-designed working session and can be used for many different topics. You will receive specific information for the planning, preparation and implementation of a working session. 
Duration:
1-3 hours 
How to use the tool:
Before a work session is conducted, you should consider whether a work session is suitable for this, its problem is to be solved. The following questions will help you: When does a working session make sense? - If you have any questions or problems... - If something is to be done with the results afterwards... - When there are many different opinions and ideas... - When new ideas are sought... - If an agreement is to be reached in a group... When is working session not useful? - For clearly defined tasks, where every work step is known... - For routine tasks... - If only one opinion is allowed... The tool supports in all individual steps to carry out the session effectively: 1. Planning and preparation of the working session 2. Conduct of the working session 3. Moderation of a working session 4. The session: 1. Collecting ideas 2. Organizing the ideas 3. Evaluating 4. Working in groups 5. Presenting group results 6. Evaluating solutions 7. Planning of measures for concrete measures 8. Action plan  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Ensuring learning success - Applying new knowledge in everyday working life

Kind of tool:
Checklist 
Target group:
Executives, owners and managing directors and employees  
Duration in minutes:
90 minutes 
Description of the tool:
Continuous training is important to keep employees and managers up to date and to develop skills. Especially in seminars and workshops, it is necessary to prepare the seminar visit well and to transfer and apply what you have learned to everyday work. The entire company or certain departments and their employees can benefit if one of the employees learns something new. 
Benefit of the tool:
By using the available tool, employees are supported in implementing what they have learned in further training measures on the job. Through appreciation and support in the implementation of what they have learned, employees are motivated to derive the greatest possible benefit from further training measures. The instrument helps to: - Choosing the right training - To have a structured preparatory discussion with the employees about the objectives and contents of the training - Define the framework conditions concretely (costs, communication, disruptions, etc.) to have a feedback talk after completing the course (what was learned, how was the knowledge imparted, criticism, etc.)  
Duration:
90 minutes 
How to use the tool:
The tool: "Ensuring learning success" is used before and after in-company further training measures (e.g., external seminar, internal training, individual coaching, on-the-job training, etc.). The tool consists of 4 checklists: - Checklist 1: Selection of a further training measure - Checklist 2: Preparatory interview for participation in a further training measure - Checklist 3: Return interview after participation in a further training measure - Checklist 4: Action plan The instrument helps to: - to choose the right training - to have a structured preparatory discussion with the employees about the objectives and contents of the training course - to define the framework conditions concretely (costs, communication, disruptions, etc.) to have feedback after completing the course (what was learned, how was learned, criticism, etc.)  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Check Office Workplace

Kind of tool:
Checklist 
Target group:
Executives, owners and managing directors, employees 
Duration in minutes:
20 minutes 
Description of the tool:
In many cases, working at a desk and on the screen is associated with special and sometimes very high loads, which can be avoided by a good design of the workplaces. As a result, the long-term maintenance of the workability can be supported by usually only small changes. The aim of this instrument is to improve office activities in such a way that employees can carry out their work in a healthy and unrestricted manner until retirement.  
Benefit of the tool:
With the Check Office Workplace, you can specifically check the quality of the workplace in your office. Please check each individual workplace, as the conditions will always differ. The Check Office Workplace can serve as an introduction to a comprehensive risk assessment. 
Duration:
20 minutes 
How to use the tool:
After you have described the workplace in a first step, please tick whether your workplace is optimal in the points mentioned ("yes") or not ("no"). If possible, make small changes directly and then evaluate your workplace after the change. If necessary, please explain your assessment in the column "Remarks" to be able to refer to it when developing design measures. The Check Office Workplace covers the following areas: 1.Job description 2.Arrangement of work equipment in the room 3.Lighting and lighting conditions 4.Indoor climate and noise 5.Worktable, work surface 6.Arrangement of work equipment 7.Office work chairs 8.Emergency care 9.Ladders and steps 10.Miscellaneous  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Employee appraisal

Kind of tool:
Checklist 
Target group:
Executives, owners and managing directors 
Duration in minutes:
60 minutes 
Description of the tool:
The employee appraisal is used as a measure of personnel management. The exchange between supervisors and employees can take place in short and regular time intervals, but in practice there are often longer periods of time. Half-yearly or annual appraisals are used. Employees receive feedback on the status of the job as well as prospects for the coming months and years. At the same time, your own questions and concerns can be answered. For managers, such an employee appraisal has the advantage that feedback (in both directions) can be given in a quiet atmosphere. Ideally, the employee appraisals are used to design and drive forward personnel development in a targeted manner.  
Benefit of the tool:
This guideline enables you to optimally design the framework conditions for your employee appraisals, to conduct the interview according to a guideline and to document it. If employee appraisals are held once a year, this enables future-oriented (personnel) work in your company. Please describe in advance what you would like to achieve with the interview! This is also important for employees. The goals of employee appraisals can be the following: - Collect information about customers, projects, orders, etc. - Identify the existing competencies of individual employees and the entire workforce, identify training needs and point out career prospects. Dealing with acute crises and conflicts, e.g., within the workforce.  
Duration:
60 minutes 
How to use the tool:
The employee appraisal tool consists of 3 parts: A) General conditions - Please read the chapter Framework conditions first. Try to meet all the points mentioned. In this way, you create a good basis for ensuring that your employee appraisals are successful. B) The conversation in detail - All necessary questions of an employee appraisal are listed here. Read the process of the employee appraisal carefully in advance and consider which questions you would like to ask. Please note that the questions are only exemplary and should be changed or supplemented according to your specific operational requirements. C) The form for the interview Use the interview form to document the interview.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Check Workability – Management

Kind of tool:
Questionnaire 
Target group:
Executives, owners and managing directors 
Duration in minutes:
20 minutes 
Description of the tool:
Maintaining the workability is an important success factor for companies. Especially due to the extended working life, it is important to maintain and promote the workability at various levels. The workability does not only mean health, but also includes other important aspects in the company such as working conditions, the lived corporate culture and the skills of the employees. The tool is a basic analysis tool to analyze the situation of management and employees about workability. It is a tool that can be used by an external consultant to take the right measures to improve the situation. The recommendations for action show concrete implementation steps to promote the workability or point to a deeper need for analysis. Based on the 20 questions on all floors of the House of Workability according to Prof. Ilmarinen, the tool enables an excellent assessment of the workability capacity of the management and the employees. Tool 5B_1 is the questionnaire for the management. Tool No. 5B_2 is the questionnaire for employees.  
Benefit of the tool:
The check workability enables a first introduction to the topic of workability and provides initial indications of the workability of employees and managers in your company. By using this online analysis tool, a very structured presentation of the situation on the net is possible. All results are clearly presented in the form of a "house with the 20 rooms" on the corresponding floors. Here, the results are color-coded and displayed (green- no need for action; blue-medium-term need for action and red-urgent need for action).  
Duration:
20 minutes 
How to use the tool:
The check consists of a total of 4 question areas with 5 questions each on the following topics: 1. Work, organization, leadership 2. Values, attidudes, motivation 3. Qualification and competence, talent management 4. Health and performance According to the traffic light system, please tick which statements apply to you and your company (green), which partially apply (blue) and which are rather not (red). You can directly see where there is a need for action in your company to improve the workability. The online registration by the management takes place first (tool 5B_1_AKKU_Tool_Check workability - management). After completion, the user (manager) receives an ID number, which is passed on to the employees. With this ID number, employees can then log in to complete the check online (tool 5B_2_AKKU_Tool_Check workability - employees). The following evaluation options are available: 1. Management Evaluation 2. Evaluation of all employees 3. Evaluation of the entire company 4. Deviations: Management to employees An action plan helps to define the activities and measures that need to be tackled.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Check Workability – Employees

Kind of tool:
Questionnaire 
Target group:
Employees 
Duration in minutes:
20 minutes 
Description of the tool:
Maintaining the workability is an important success factor for companies. Especially due to the extended working life, it is important to maintain and promote the workability at various levels. The workability does not only mean health, but also includes other important aspects in the company such as working conditions, the lived corporate culture and the skills of the employees. The tool is a basic analysis tool to analyze the situation of management and employees about workability. It is a tool that can be used by an external consultant to take the right measures to improve the situation. The recommendations for action show concrete implementation steps to promote the workability or point to a deeper need for analysis. Based on the 20 questions on all floors of the House of Workability according to Prof. Ilmarinen, the tool enables an excellent assessment of the workability capacity of the management and the employees. Tool 5B_1 is the questionnaire for the management. Tool No. 5B_2 is the questionnaire for employees.  
Benefit of the tool:
The Check workability enables a first introduction to the topic of workability and provides initial indications of the workability of employees and managers in your company. By using this online analysis tool, a very structured presentation of the situation on the net is possible. All results are clearly presented in the form of a "house with the 20 rooms" on the corresponding floors. Here, the results are color-coded and displayed (green- no need for action; blue-medium-term need for action and red-urgent need for action).  
Duration:
20 minutes 
How to use the tool:
The check consists of a total of 4 question areas with 5 questions each on the following topics: 1. Work, organization, leadership 2. Values, attidudes, motivation 3. Qualification and competence, talent management 4. Health and performance Accoring to the traffic light system, please tick which statements apply to you and your company (green), which partially apply (blue) and which are rather not (red). You can directly see where there is a need for action in your company to improve the workability. The online registration by the management takes place first (tool 5B_1_AKKU_Tool_Check workability - management). After completion, the user (manager) receives an ID number, which is passed on to the employees. With this ID number, employees can then log in to complete the check online (tool 5B_2_AKKU_Tool_Check workability - employees). The following evaluation options are available: 1. Management Evaluation 2. Evaluation of all employees 3. Evaluation of the entire company 4. Deviations: Management to employees An action plan helps to define the activities and measures that need to be tackled.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
The IPAQ Questionnaire

Kind of tool:
Questionnaire 
Target group:
All, with no distinction on gender and demography, let alone professional background and occupation. 
Duration in minutes:
15 minutes 
Description of the tool:
The IPAQ Questionnaire is a self-assessment tool developed by the IPAQ group. The questionnaire aims to help people in evaluating by themselves their level of physical activity. The categorical score model proposes three different outputs (i.e. ‘categories’): 1. Low: this result is for people that do not engage quite at all physical activities of any kind 2. Moderate: this result is for people practicing vigorous physical activity a minimum of 3 days a week OR 5 days a week of moderate-intensity physical activity OR 30 minutes per day of walk 3. High: this result is for people practicing moderate-intense physical activity 7 days a week The IPAQ Questionnaire is publicly available, in FREE and OPEN access: academics and scholars from all domain of science are highly encouraged to rely on it as methodological framework for their researches. The IPAQ Questionnaire comes in two different version: • Short version, recommended for small-piloting initiatives at local level OR in the case of “physical activity over the last seven days” • Long version, recommended for large-scale research programmes OR in the case of “usual physical activity” (i.e. athletes, sportsmen/women) In the context of the AKKU project, partners will propose the short version as much more suitable to the scope and scale of this Work Package.  
Benefit of the tool:
In the context of the AKKU project, the IPAQ tool can be of strategic relevance to assess the average time that employees/managers spend in physical activity. The scientific literature correlating physical activity with better work performance is extremely rich in contributions. Based on results, management and/or owners of the organisation can develop, sustain and promote further guidelines/recommendations/internal policies to incentive healthy life style that can benefit workers/employees’ well-being and work ability.  
Duration:
15 minutes 
How to use the tool:
The questionnaire makes clear distinction between MODERATE and VIGOROUS physical activities: • MODERATE physical activities: we mean activities that require a moderate amount of physical efforts and make you breath somewhat harder than normal • VIGOROUS physical activities: we mean activities that require a large amount of physical efforts and make you breath with much more difficulty than normal The distinction is very important since depending on the considered activity, inputs from respondents are processed in different ways. Vigorous activities consume twice as METs as moderate ones: MET (metabolic equivalents) is the elementary unit used in health science to calculate body’s energy expenditure, and in simpler terms, the intensity of an exercise or activity. For instance, according to scientific standards: • 1 MET = body at rest (i.e. sitting) = approximately 3,5 millilitres of oxygen consumed per kilogram (kg) of body weight per minute. • 12,3 METs = jumping the rope • Etc… More in general: • LIGHT physical activities < 3 METs • 3 METs < MODERATE physical activities < 6 METs • 6 METs < VIGOROUS activities Respondents can calculate by themselves their average weekly METs following this very simple formula: METs INTENSE activities = minutes per day * days * 8 METs = XXX METs MODERATE activities = minutes per day * days * 4 METs = YYY METs from walking = minutes per day * days * 2,5 METs (slow); 3 METs (moderate); 3,3 METs (brisk) = ZZZ Tot. METs per week = XXX + YYY + ZZZ If respondents consume less than 700 METs/week → they are INACTIVE If respondents consume between 700 and 2519 METs/week → they are SUFFICIENTLY ACTIVE If respondents consume more than 2520 METs/week → they are ACTIVE or VERY ACTIVE  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IDP 

General information
Tool:
Checklist and recommendations for safety at work

Kind of tool:
Checklist 
Target group:
Management, business owners, external consultants specialised in health and safety at work, HR. 
Duration in minutes:
Variable 
Description of the tool:
In the following tables, readers will able the opportunity to familiarise with a very comprehensive sample of risks related to safety at work developed by the CIIP (Italian inter-association consultation for prevention). The tool is formally divided into 5 conceptual areas: 1. Prevention and work labour 2. Prevention and work environment 3. Prevention and organisational aspects 4. Prevention and workability 5. Mental health Each area is declined in further focus dimensions so as to be as inclusive as possible of the many different variables and dynamics that intervene for each focus areas. The tool is formally conceived to sustain management and/or owners in identifying the key areas of intervention to guarantee for their workers and employees a safe environment. As such it is to be intended as a referent and supporting tool.  
Benefit of the tool:
This list of recommendations composing the hereby described tool can be applied to any organisational/geographical context and regardless of the industry, sector and dimension of the firm. The list of guidelines and their arrangement per category is very clear and user-friendly and it can be of great relevance for all the many different targets potentially invested in Quality Assurance processes 
Duration:
Variable 
How to use the tool:
Viewers are recommended to take vision of the tool for its revision starting from the first focus area and moving on with the followings, so as to avoid further layers of unnecessary complexity. Based on their own self-evaluation and estimates, management and owners (i.e., whoever is involved in the cross-checking process) can get a better sense on the most critical areas of intervention, where they feel that urgent actions are needed.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IDP 

General information
Tool:
How to support wellbeing and health in the workplace?

Kind of tool:
Checklist 
Target group:
Human resources personnel, the management of workplaces and catering service providers. 
Duration in minutes:
30 minutes 
Description of the tool:
The scope of this training tool is to support the wellbeing and health, and enhance the work participation of all employees, regardless of their current work ability and health status. In addition, the means of the Toolkit aid to prevent chronic health problems, such as cardiovascular diseases, type 2 diabetes, musculoskeletal disorders, depression, and lung diseases. The mapping aids to recognise factors that already support employees to feel well at their workplace and what can be done in the future.  
Benefit of the tool:
The mapping of possible means helps find new ideas to introduce in the company to improve working conditions, which can benefit employees in the following ways: retaining full earning capacity, maintaining a productive mind-set, staying on a regular work schedule, avoiding dependence on a disability scheme and having a sense of security and stability. While for employers, it results in higher motivation, commitment and productivity of the employees and better productivity and it ensures that the company retains skilled staff and spares the additional costs of recruitment and training. 
Duration:
30 minutes 
How to use the tool:
The Checklist from Chrodis Plus Workbox Toolkit serves as a form for mapping current means and for planning future actions at the workplace and as an idea generator. It collects concrete, evidence-based, and practically proven means through which workplaces can support the wellbeing and health, and enhance the work participation of all employees, regardless of their work ability and health status. The person who fills the checklist can decide if the proposed mean is already in use in the company, not yet in use, but potentially beneficial and feasible for the company or selected for implementation in the company. It also gives space for own ideas.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CASE 

General information
Tool:
Assessment of employee’s motor and sensory skills and workplace accessibility.

Kind of tool:
Questionnaire 
Target group:
Managers of small, medium and large organizations, HR team members 
Duration in minutes:
15 minutes 
Description of the tool:
The tool is a measure designed to assess the individual’s ability to work, both for people actually in work and those who plan to return to work. It could be used by the HR team members to identify special needs of the prospective employee or to support decision-making with regard to workplace adaptations. 
Benefit of the tool:
The tool ensures the early identification of specific worker’s needs before the employment and check of the worker’s capabilities to manage the requirement of the job, which will benefit in better match to the position. For already hired employees it results in better productivity if identified weaknesses are appropriately addressed by ethe employer support and equipment adaptations. It also may prevent early job exit due to the motor or perceptual impairment.  
Duration:
15 minutes 
How to use the tool:
The tool consists of three decision trees covering motor skills, mobility and access in the workplace and perceptual skills. After solving the decision tree and answering questions it is possible to identify the independence of worker in the specific area on seven point scale (1 – constant support, 7 – independence without modification) and identify possible workplace adaptations or specific equipment purchase.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CASE 

General information
Tool:
Assessment of employees’ health situation and ability to work

Kind of tool:
Questionnaire 
Target group:
Managers of small, medium and large organizations, HR team members 
Duration in minutes:
10 minutes 
Description of the tool:
The purpose is to identify employees at increased risk of long term incapacity and employees who are in need of immediate therapeutic help. It also identifies and isolates known risk factors related to the individual´s attitudes, social circumstances and health to detect known barriers to work. It is also used to get an overview of what the individual thinks is needed to improve his/her work ability.  
Benefit of the tool:
The tool benefit employers in the following ways: early identification of the employees who may suffer from health problems due to the work conditions or other factors. It ensures that the company retains skilled staff and spares the additional costs of recruitment and training new employees. It prevents from long-term sick leaves of employees. While for employees, it results in having a sense of security and being taken care of by employers. It also ensures them that their voice is heard by superiors and their needs are not neglected.  
Duration:
10 minutes 
How to use the tool:
The tool consists of 14 questions (both open and close). The questionnaire should be filled in periodically especially by employees who show reduced efficiency and deteriorated quality of work. The detailed analysis of worker’s responses, conducted by manager or HR team member should indicate the problems to address and areas to improve. 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CASE 

General information
Tool:
Mindfulness - a tool to increase concentration

Kind of tool:
Guides 
Target group:
Employees 
Duration in minutes:
10 minutes 
Description of the tool:
Mindfulness is a technique of meditation that helps to achieve work balance. Today's worker, under the influence of many stimuli, is often responsible for very different tasks and too many tasks to complete. Thus, the worker is not able to maintain attention or focus on a task for a longer period of time. Mindfulness technique trains the ability to pay conscious and full attention to the present moment. Effects include improving concentration, productivity, creative thinking and effective communication.  
Benefit of the tool:
Mindfulness practice increases the ability to concentrate on tasks and promotes empathy. Greater concentration and empathy allow one to identify and follow priorities more clearly, to improve listening skills, ability to communicate more clearly and effectively, and to suffer less from the distractions so typical of today's working world. Mindfulness helps to cultivate creative thinking, to keep the mind open to incoming thoughts, to increase working memory and decrease in emotional reactivity. 
Duration:
10 minutes 
How to use the tool:
Mindfulness consists of 6 main steps. The first focuses on concentration which trains the mind to stay in the present moment. The second focuses on opening the mind for new ideas which helps to develop divergent thinking, in the sense of breaking away from the usual way of approaching problems and from implementation patterns built up through experience. The next step is precisely the increase in awareness and the ability to be in the 'here and now' to achieve better listening skills and to communicate more effectively. The fourth step is to manage emotions, especially negative emotions, which can be of great help in the workplace. The next, fifth concentrates on increasing empathy which allows to develop a deep understanding of yourself to feel good about yourself and be more willing and able to understand the feelings of others. The last step is an increase in working memory that results from meditation practice itself followed regularly for several weeks.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CASE 

General information
Tool:
Stress-related work analysis – Staff survey for hospital doctors

Kind of tool:
Guides 
Target group:
Managing Directors of hospitals, doctors 
Duration in minutes:
Variable 
Description of the tool:
Do you know what the health of your doctors is like? Do you have an insight into how the working conditions of your clinic affect the medical staff in the different departments? If you want to get to the bottom of these processes, ask specifically. No one knows the answers better than your employees themselves. The aim of this instrument is to reduce stress for employees. The stress-related work analysis supports clinic management.  
Benefit of the tool:
With the stress-related analysis, you can specifically check the amount of stress of your employees. Please check each individual workplace, as the conditions will always differ.  
Duration:
Variable 
How to use the tool:
The tool supports you in the preparation and the conduction of the analysis and will give you specific derive measures for the reduction of work-related stress for your employees. This tool covers 4 areas: 1. Guideline to prepare and conduct survey 2.Survey 3. Evaluation 4. Derive measures 5. Action Plan  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Workability and AKKU Europe Project

Kind of tool:
Guides 
Target group:
 
Duration in minutes:
60-120 min 
Description of the tool:
In a first step, the users of the project and the instruments must understand the meaning of the concept of workability. With this instrument we give an insight into the background and the meaning of the term, explain in detail the “House of Workability” according to Prof Ilmarinen and the advantages of classifying all AKKU instruments within the house. In addition, we provide an overview of the instruments, their focal points and their possible applications.  
Benefit of the tool:
The reader or student will get an excellent overview of all the aspects of workability, the „Houses of Workability“ and all the tools developed in the AKKU Europe Project.  
Duration:
60-120 min 
How to use the tool:
The tool is organised in form of a presentation to learn step by step all the important aspects of workability and the house of workability.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
D-IALOGO 

General information
Tool:
Remote work: Do our workspaces fit our needs?

Kind of tool:
Video 
Target group:
 
Duration in minutes:
3 minutes 
Description of the tool:
Due to the pandemic, many businesses have implemented remote working, as a result, workers had to turn their homes into offices. Despite the resulting compromise to allocate home space for said ‘home offices’, it does not always meet the right security measures. This tool enables an analysis of home working stations to understand whether the adopted measures and habits are adequate, if they were not, advice and recommendations on how to improve them will be provided.  
Benefit of the tool:
 
Duration:
3 minutes 
How to use the tool:
 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Business Development Plan

Kind of tool:
Video 
Target group:
 
Duration in minutes:
90 seconds 
Description of the tool:
This tool allows potential entrepreneurs to recognise their qualities and exploit them thanks to a business plan. Before we start an enterprise, we must think of ourselves. Recognising our strengths and weaknesses, seeking inspiration from other entrepreneurs or setting goals, obstacles or scenarios will help us understand the dynamics and possible situations in which we may find ourselves once we start our business. This form will allow you to analyse all these aspects succinctly and effectively.  
Benefit of the tool:
 
Duration:
90 seconds 
How to use the tool:
 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
IWS 

General information
Tool:
Staff management, correct assessment and motivation – a guideline

Kind of tool:
Guides 
Target group:
Employees of small enterprises 
Duration in minutes:
30 minutes 
Description of the tool:
As a leader, it is not always possible for you to see into the smallest corners of your company. You are dependent on the help of your employees when it comes to uncovering weaknesses and improving them in a meaningful way. One instrument to improve the quality of your company is a so-called quality circle. In contrast to simple meetings or working groups, the clear objective here is to bring about positive changes in your company. It is important that participation is absolutely voluntary. Voluntariness creates motivation and leads to a tangible result. In the long run, your quality improvement will become a self-runner if everyone involved participates in the quality circles with a positive attitude and supports this form of cooperation.  
Benefit of the tool:
1. Initiative and work motivation With the help of quality circles, your employees work voluntarily and together to improve your company. Quality circles promote initiative and work motivation. 2. Increasing work performance You will learn how to correctly criticising and praising your employess. These are important tasks of a manager 3. Assessing performance of team members You will learn how to assess the performance of your employees 4. How to perform a quality circle You will learn the roles and the steps on how to perform a quality circle to improve you leading skills  
Duration:
30 minutes 
How to use the tool:
To make the most of the tool, we recommend that you read it carefully and take notes of the ideas that come to mind when you read it. Then you will know what you can implement in your business and how to do it. 
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Digitalisation quick test - 1

Kind of tool:
Questionnaire 
Target group:
Employers, small and micro enterprise managers, employees 
Duration in minutes:
20 minutes 
Description of the tool:
Measure your digital maturity in just a few minutes. Digital transformation only succeeds completely - or not at all. Digital transformation requires enormous changes - that is clear to every company by now. But technological solutions alone are not enough. Digitalisation affects all areas of your company - from strategy to customer relations to corporate culture. The aim of this instrument is to give you an evaluation of your digital transformation process.  
Benefit of the tool:
With this tool you get an overview of your digital transformation process in the company. 
Duration:
20 minutes 
How to use the tool:
The tool is arranged in 3 sections. 1. Filling out the questionnaire 2. Using the Evaluation Tool for the analysis 3. Prepare the Action Plan  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Digitalisation quick test - 2

Kind of tool:
Excel tool 
Target group:
Employers, small and micro enterprise managers, employees 
Duration in minutes:
20 minutes 
Description of the tool:
Measure your digital maturity in just a few minutes. Digital transformation only succeeds completely - or not at all. Digital transformation requires enormous changes - that is clear to every company by now. But technological solutions alone are not enough. Digitalisation affects all areas of your company - from strategy to customer relations to corporate culture. The aim of this instrument is to give you an evaluation of your digital transformation process.  
Benefit of the tool:
With this tool you get an overview of your digital transformation process in the company. 
Duration:
20 minutes 
How to use the tool:
The tool is arranged in 3 sections. 1. Filling out the questionnaire 2. Using the Evaluation Tool for the analysis 3. Prepare the Action Plan  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Employee survey – how do I increase employee engagement in my company?

Kind of tool:
Infographics 
Target group:
Employees 
Duration in minutes:
30 minutes 
Description of the tool:
A lack of employee engagement causes more absenteeism, higher employee turnover and inhibits innovation. It is therefore worthwhile to keep an eye on employee engagement and improve it. In this guide, you will learn how valuable feedback can be through exciting case studies. We show you how to properly design, implement and evaluate an employee survey.  
Benefit of the tool:
The guide will help you to learn: (1) How to get employees involved to participate in an employee survey; (2) How to perform an employee survey; (3) What types of surveys exist and how as well as when you use the different types; (4) What questions you should use when performing an employee survey. 
Duration:
30 minutes 
How to use the tool:
The tool consists of 4 Units. 1. General Information 2. Do’s and dont’s 3. Types of employee surveys 4. Sample questions to use  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Competence test

Kind of tool:
Checklist 
Target group:
Employers, small and micro enterprise managers, entrepreneurs, employees 
Duration in minutes:
20 minutes 
Description of the tool:
When planning and shaping one's own career, preferences and interests are in the foreground. Basic questions are "What do I like?" or even "What do I want to do?" One factor should not be neglected: "What am I good at?" A competence test will give you answers to exactly this question. The field of possible skills and strengths is wide, the competence test can show you which area you are particularly good at and so you can be successful. The tool explains what is depicted in a competence test, why everyone should take such a self-test to find out your strengths.... 
Benefit of the tool:
The guide explains what are competences, what types of competences exist and why someone should participate a competence test. The questionnaire gives you the possibility to do a short competence test and evaluate which career hero type you are. 
Duration:
20 minutes 
How to use the tool:
The tool is arranged in 2 sections. 1. Guide on competences 2. Competence test Read the guide carefully and use the information it offers. The competence test helps you to find out which career hero type you are.  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT 

General information
Tool:
Work-Life-Blending and work overload

Kind of tool:
Guides 
Target group:
Employers, small and micro enterprise managers, entrepreneurs, employees 
Duration in minutes:
30 minutes 
Description of the tool:
Digitalisation enables access to data and media from almost everywhere. This means that the strict separation of work and private life is disappearing more and more. Work-life blending is the name of the game. Employees can also be available for clients at the weekend. They can not only do part of the work in the home office, but also sort out private matters during working hours as compensation. Sounds promising, but not every employee or employer is convinced. What significance work-life blending has in the world of work and what advantages and disadvantages are associated you will learn in this training.  
Benefit of the tool:
The training tool gives you a definition of what work-life blending means, gives you tipps on how to have a good work-life-balance, you can to a self-burnout test and check your health and you learn what is meant by work overload and how you can keep ypurself healthy when having too much work. 
Duration:
30 minutes 
How to use the tool:
The tool is arranged in 2 sections. 1. Information on Work-Life-blending and work overload 2. burnout self-test  
Floor and Area:
SensibilizationAnalyzingRealization tools
Work organization
Values and settings
Qualification and competence
Health and performance
Source:
CIT