What does maintaining the ability to work mean?
Maintaining the ability to work means systematically promoting and protecting the health, motivation and performance of employees. Holistic occupational health management (CHM) combines preventive measures, individual support and structured processes in order to identify stress at an early stage and take targeted countermeasures.
Why is it so important to maintain the ability to work?
- Shortage: Qualified employees are hard to find – which makes it all the more important to keep existing teams healthy
- Increasing burdens: Work intensification, digitization and psychological stress are increasing
- Demographic change: Older workforces require age-appropriate working conditions
- Economic benefits: Healthy employees are more productive, more motivated and less likely to get sick
- Legal requirements: Psychological risk assessment according to § 5 ArbSchG is mandatory
Practical example: How Volker ensures the ability to work in the company
Volker, the managing director, is thinking about the future of his company. He knows that skilled workers are difficult to find – which makes it all the more important to ensure the health and performance of existing employees in the long term. In recent years, he has experienced that increasing stress, stress or health problems not only affect individuals, but can also slow down the entire company. For him, it is clear that the ability to work must be actively promoted and accompanied.
With Evalea, Volker creates a clear framework for this. Burdens and resources in the company are systematically recorded through regular surveys. Particularly valuable: The legally required psychological risk assessment can be carried out directly in Evalea. In this way, risks are identified at an early stage and it is clearly documented where action is needed. In addition, topics such as motivation, health and ability to work are taken up and documented individually in employee appraisals.
Based on this, targeted health measures can be organised – from workshops to sports courses to counselling services. In addition, Evalea offers a digital learning environment in which employees receive practical knowledge on ergonomic workplace design or movement in everyday office life.
Volker particularly appreciates transparency: managers and employees can see at any time which measures have been agreed and how their implementation is progressing. Regular follow-ups are also used to check whether the measures are working or whether additional support is needed.
For Volker, this means that the ability of his employees to work is not left to chance. Instead, a structured system is created that strengthens health, motivation and performance – and thus also secures the future viability of his company.
Modules used in Evalea
The 6-step process to maintain the ability to work
Step 1: Record burdens and resources
Goal: Systematic analysis of stress factors and resources
Volker uses regular employee surveys in Evalea to identify potential physical and psychological stress factors at an early stage. Particularly valuable: The legally required psychological risk assessment according to § 5 ArbSchG can be carried out directly in Evalea.
Advantages:
- Early detection of risks (e.g. stress, overload, ergonomic problems)
- Clear documentation for compliance and occupational health and safety
- Anonymous surveys create trust and honest feedback
- Identification of resources and strengths in the team
This clearly documents where there is a need for action and which areas are already working well.
Step 2: Use employee appraisals
Goal: Address individual topics related to health and work ability
In structured employee appraisals , topics such as motivation, health and ability to work are taken up individually and documented in Evalea. Managers can ask specific questions:
- How is your health?
- Are there any stresses that affect you?
- What support would you like to see?
- How can we maintain your ability to work in the long term?
Advantages:
- Personal, confidential exchange
- Early detection of individual problems
- Documentation of agreements and measures
- Follow up in follow-up conversations
Thanks to the documentation in Evalea, managers and HR can understand at any time which topics have been discussed and which measures have been agreed.
Step 3: Plan health measures
Goal: Organize targeted measures to promote work ability
On the basis of the surveys and discussions, Volker is planning concrete health measures. Evalea supports the organization of:
Relationship prevention (improving working conditions):
- Ergonomic workplace design
- Adjustment of working hours and processes
- Noise protection, lighting, indoor climate
- Technical aids
Behavioural prevention (strengthening health literacy):
- Workshops on stress management and resilience
- Back training and movement courses
- Nutritional advice
- Mindfulness and relaxation training
- Drug prevention
Other offers:
- Company sports and fitness courses
- Health days and check-ups
- Psychological counseling services (EAP – Employee Assistance Program)
- Occupational integration management (BEM) after illness
Via the seminar management module in Evalea, all measures can be centrally planned, communicated and tracked.
Step 4: Strengthen health literacy
Goal: Imparting knowledge about health and prevention
Evalea provides a digital learning environment in which health-relevant knowledge is imparted in a targeted manner:
Sample learning content:
- Ergonomic workplace design
- Exercise in everyday office life
- Stress management and mindfulness
- Healthy nutrition
- Sleep hygiene
- Dealing with psychological stress
Advantages of e-learning:
- Flexible and available at any time
- Can be assigned individually (e.g. according to risk assessment)
- Integration into Learning Journeys
- Measurable learning success
- Cost-efficient and scalable
Content can be assigned individually and integrated as learning paths , so that employees can work on the topics relevant to them in a targeted manner.
Step 5: Create transparency
Goal: Ensuring traceability and commitment
Volker particularly appreciates the transparency in Evalea: Managers and employees can track at any time which measures have been agreed and how their implementation is progressing.
What is made transparent?
- Agreed health measures
- Status of implementation
- Participation in training courses and workshops
- Results of surveys (anonymized)
- Development of health indicators
This transparency creates commitment and ensures that measures are not only planned, but also implemented.
Step 6: Ensure sustainability
Goal: Checking and continuously improving effectiveness
Regular follow-up surveys and discussions are used to check whether the measures are working or whether additional support is needed.
Evaluation by:
- Repeated employee surveys (e.g. annually)
- Analysis of health indicators (sick leave, fluctuation)
- Feedback in employee appraisals
- Participation rates in health measures
- Qualitative feedback
Through this continuous improvement process (CIP), health management is constantly being developed and adapted to new challenges.
Frequently Asked Questions (FAQ)
What does the ability to work mean in a business context?
Work ability describes the balance between the demands of work and the resources (health, skills, motivation) of employees. Maintaining them means ensuring that employees remain productive and healthy in the long term through preventive measures, health-promoting working conditions and individual support.
What legal obligations do employers have to maintain their ability to work?
According to the Occupational Health and Safety Act (ArbSchG), employers are obliged to carry out a risk assessment – including psychological stress (Section 5 ArbSchG). In addition, in the event of a longer illness (more than 6 weeks), they must offer a company integration management (BEM) in accordance with § 167 SGB IX. In addition, measures for workplace health promotion are voluntary, but recommended.
How can I record psychological stress in the workplace?
Psychological stress can be systematically recorded through anonymous employee surveys, structured interviews or workshops. Evalea offers a survey module for this purpose, with which you can carry out, evaluate and document the legally required psychological risk assessment. The results show where there is a need for action.
What specific measures promote the ability to work?
Effective measures combine relationship and behavioural prevention: ergonomic workplaces, flexible working hours, stress management workshops, exercise offers, nutritional advice, psychological counselling and company integration management. It is important to select measures on the basis of a needs analysis and to evaluate them regularly.
How do I measure the success of health measures?
Success can be measured through quantitative key figures (sick leave, fluctuation, participation rates) and qualitative feedback (surveys, discussions). Evalea enables the systematic collection and evaluation of this data. Regular follow-up surveys show whether measures are working and where adjustments are necessary.
How much does occupational health management cost?
The costs vary depending on the size of the company and the scope of the measures. Many offers are subsidized by health insurance companies (up to 600 € per employee/year tax-free according to § 3 No. 34 EStG). Digital solutions such as Evalea are often more cost-efficient than external service providers. In the long term, CHM pays off through lower sick leave and higher productivity.
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Maintaining the ability to work – ensuring health and motivation
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