I tvivl om noget?
Ofte Stillede Spørgsmål
No – the conversation with the response team remains anonymous to the company.
The response team consists of industrial psychologists who are trained to talk about issues that concern your work life and/or your personal life. The conversation can help you find solutions to the issues that affect your well-being
The psychological response team is managed by Worklife Barometer, who has a contract with Falck Healthcare and the Danish Mental Health Foundation concerning the manning of the response team. All are industrial psychologists with at least 3 years of work experience.
Generally speaking you will be contacted in 3 cases: 1) if your well-being is in the red zone, 2) if a significant decrease in well-being is registered (compared to the previous measurement) and your score is in the yellow zone or 3) if your score is in the yellow zone (without having decreased significantly since the previous measurement). In case of 1) and 2) proactive action is taken, and you will receive a call within 2 weekdays. In case of 3) you have to press the “contact me” button yourself. When you do so, someone from the response team will get back to you within 2 weekdays.
The response team has a preventive function and does not do actual psychological treatment. We know from several scientific studies, that early attention to a given problem (while the person affected is still able to act), is efficient in relation to going through with a change. The response team can help create an understanding of the situation and can sometimes help to describe an emotion. What you can get from a contact with the response team is “good advice” concerning how to act on the situation that caused the lack or decrease of well-being. If it is considered necessary, you will be offered a follow-up call, where someone from the response team will call you and “make sure” that any agreed action has been taken.
You will receive a message in the app saying that your well-being is at a critical level and you should seek assistance from a healthcare professional.
The response team will begin by asking questions about the situation, based on whether you are aware yourself of why your level of well-being has caused a call. They will try to clarify the following: The cause of theproblem, the ability to handle the situation, whether the stressful situation has been short or long term, as well as the extent of the problem. During the conversation an agreement is made about what the employee should do, and in some cases, a follow-upcall will be made to ensure that action is taken.
The app will automatically notify you if the available number of conversations is exhausted, and you will be advised to contact your immediate manager or HR if you believe, you are in need of help.
The first time the response team calls you, they will always cautiously ask whether you are in a position to talk. If you don’t pick up the phone, they will leave a message and a number on which you can call them back. The second time they call, they will also send you a SMS. After their fourth try, you will receive a message that they haven’t been able to get in touch with you, and that they won’t try to call you again. You are always welcome to ”activate” the response team by requesting that they contact you.
You can return an SMS to the industrial psychologist after the first (missed) call – or you can agree on another time for the conversation, when the industrial psychologist first calls you. In order to protect your anonymity we won’t send any communication concerning the response team via e-mail. If you don’t have access to a mobile phone, the best option is to tell the response team when you are free to talk to them.
The response team is open daily from 8 until 20 (until 16 on Fridays) and attempts will be made to reach you both inside and outside working hours. You can also suggest that the psychologist try to call you again at a specific time which suits you better.
You can use the response 2 times a year. Each use consists of a preliminary conversation, with the possibility of a follow-up conversation.
You can always send a message to email@example.com stating that you don’t want to go through with the conversation, or you can just tell the psychologist, that you don’t want the conversation.
Beredskabet er ikke i stand til at bevilge konsultationer med andre psykologer. De kan vejlede dig hen imod behandlingsmuligheder igennem din sundhedsordning, egen læge, kommune, mv.
Yes – talking to the response team is voluntary. However, we always recommend that you spend a few minutes on a short talk.
When you accept the declaration of consent you will be asked to register a phone number. You decide whether to register your personal phone number or your work phone number. You are encouraged to register a mobile phone number – if possible – as it is easier to have a discreet conversation over a mobile phone.
Spørgsmålene i App'en
Each month all the answers are collected into reports on well-being, so it is important that we receive the answers every month. Poor well-being is typically a condition that develops over time, and it can be difficult for one self to see it coming. The Howdy measurements help make visible the development and they make it possible to deal with potential issues before they escalate.
De 5 spørgsmål er videnskabelig prøvet rundt om i verdenen, og de har vist sig at være præcise. The videnskabelige fundament er baseret på præcis disse 5 spørgsmål.
Løsningen fokuserer på det hele mennesker. Arbejdsliv og privatliv er nært forbundet. Dårlig trivsel påvirker ikke kun dit arbejdsliv men også dit privatliv.
The questions in Howdy are converted into a score on a scale from 0 and 100. If you have a low score and/or a significant decrease in your score, this will trigger a certain feedback in the app and/or contact with the response team. A well-being score below 35 is marked as “red”. A well-being score between 35 and below 50 is marked as “yellow”. A well-being score above 50 is marked as “green”.
On its own, a lack of sleep does not trigger “red well-being” or contact with the response team. It is your answers to the 5 questions which, taken together, are used to assess your level of well-being. The scientific model ensures that the proper reservations are taken in relation to the balance in the answers.
An important element of the science behind the questions is to try to reflect over the past 14 days, so that you don’t make your answers based on just a single day.
Alle svar er anonyme for virksomheden, og de samles i anonymiseret form til brug i rapporterne.
Tekniske detaljer og Opstart
Yes, you will. Howdy measures your overall well-being –in your work life as well as in your personal life. Therefore, the Howdy solution is also relevant during a vacation.
Various municipalities provide different services to their citizens. Therefore, the response team needs to know in which municipality you reside.
If you don’t want to use Howdy anymore, you may contact: firstname.lastname@example.org
Når du logger ind i Howdy (via app'en er web-udgaven), kan du finde dine egne tal i menuen i bunden af skærmen (valgmuligheden i midten). Web-udgaven kan findes her: http://howdy.worklifebarometer.com
If you have signed up as a user, the reminders will arrive in 14 days intervals. If you haven’t signed up as a user yet, you will receive a friendly reminder about once a month. If you no longer wish to receive these reminders, you can contact Worklife Barometer, and the reminders will stop.
You will receive a reminder that it is time to answer two weeks after your last response. It is recommended that you participate about every two weeks, as experience shows that 2 weeks is the optimal time period for reflection and that it will give the best overview of the development in your well-being.
It doesn’t matter if you forget to answer the questions once in a while, but try to answer at least once a month so that your responses can be included in the monthly reports on well-being.
Gå til https://start.worklifebarometer.com/recover og skriv din e-mail. Så vil du modtage en mail med et link til din profil.
The Danish Data Protection Agency requires a declaration of consent in order for WorklifeBarometer to be allowed to process data about you. Worklife Barometer conforms to strict requirements concerning security, handling and processing of data.
Yes, it is voluntary, but everybody is encouraged to participate -even if you already feel satisfied. The precondition for creating a better work environment for everybody is a high level of participation, so that the proper initiatives can be put into place.
App'en viser dig de seneste 10 målinger
You’ll receive an invitation with a personal link.
You will receive an invitation via e-mail from Worklife Barometer. The mail contains a short intro to Howdy as well as a link to the page on which you can to register as a user.
For at ændre dit foretrukne sprog: Åben app'en på din smartphone og log ind med dine legitimationsoplysninger.
Once the app is open, click the profile icon in the bottom right corner – that will open up the profile settings.
Inde i profilindstillingerne er der en valgmulighed ved navm Sprog, this might vary according to your current language. If you click that option, a list of available languages will show – now simply click your desired language and press Skift.
Nu vil app'en opdatere sig selv og al tekst vil så blive vist i dit foretrukne sprog.
I begyndelsen vil du modtage en invitation en gang om ugen. Efterfølgende vil du modtage en invitation hver 14. dag indtil, du registrerer dig som bruger.
You can submit your answer within 14 days. After this time, the period will “close” and “no answer” is registered in the system. Shortly thereafter you will receive a new reminder for a new “open” period of 14 days.
You can send in your answers from a PC, tablet or a mobile phone. In your profile, you select whether to receive an e-mail and/or SMS. So you can make your answers on the unit that suits you the best.
Rapporter og Opfølgning
There can be several reasons for that. The most frequent explanations are that: 1) The employee has an open case and continues to make his answers every two weeks. The well-being of that person is not immediately affected, and so the answers still place that person in the “red zone”. As that person already has an open case that awaits a follow-up conversation (which is typically 3-4 weeks into the future), a new case is not created. 2) The employee has had 2 cases (the max number per year) within the last 12 months. Therefore, no new cases are created, and the employee is instead advised to contact HR.
WHO-5, which is the scientifically developed questionnaire that is being used, has repeatedly shown a national average in Denmark of 70 points. Therefore the average level of well-being in a specific department should also be around 70 points or higher.
We recommend that the monthly well-being reports are used by management and HR to get an impression of the level of well-being in the individual departments. This way it becomes possible to make a targeted and early effort when signs of decreased well-being begin to show in certain groups.
The cause codes are used for the classification of conversations with the response team, and they are provided in a statistical form as feedback to the company in the regular reports. As per the recommendations of the working environment authorities, there has to be a minimum of 20 persons in a group for a cause code to appear in the report. The cause code(s) is chosen in cooperation with the psychologist. Some further words are added to work-related causes such as “workload, problems with a co-worker, etc.” whereas personal causes are only categorized as “personal causes”. If, for example, the lack of well-being (and, as a consequence, the conversation with the response team) is due to a divorce, the cause will be categorized as “personal cause” without being further specified.
After each conversation, a ”cause code” is registered. This helps to give an overview of the problems that cause poor well-being in the individual company.
The average score is calculated on the basis of all answers that have been registered in the specific month. The scale goes from 0–100 and our experience, as well as scientific studies, shows that the average is around 70 points. If the score in a specific group nears 60 points or below on average, this indicates that there is reason to be particularly attentive to the level of well-being in that specific department.
Hvert spørgsmål tildeles en point score afhængigt af, hvordan du besvarer spørgsmålet. Højere trivsel betyder at flere point allokeres til spørgsmålet. Alle spørgsmålene bliver lagt sammen, og samlet udgør de den gennemsnitlige score.
Anonymitet og Datahåndtering
Worklife Barometer is the data controller for all data, and data is stored only on servers administrated by Worklife Barometer. Only a few persons in Worklife Barometer are able to access the technical systems in which the data is stored. The industrial psychologist, to which the individual case has been assigned, has access to the basic information about the person (first name, last name, company, phone number) as well as the response history. Access to these data is only available as long as the case is open. When the case handling ceases, the case “disappears” from the system used by the industrial psychologist.
Det er udelukkende Worklife Barometer og evt. samarbejdspartnere i beredskabet, som ser dine svar, så de kan følge op på din trivsel. Worklife Barometer har desuden lov til at bruge den statistisk opsamlede information, til f.eks. benchmarking på tværs af persona eller andre relevante karakteristika
Når du stopper i virksomheden eller meddeler Worklife Barometer, at du ikke ønsker, at Worklife Barometer opbevarer dine data, fjernes alle personhenførbare data i databasen. Dine data vil stadig kunne indgå i statistisk materiale – men altså uden at Worklife Barometer ved, hvem der har svaret hvad.
Howdy lever op til strenge krav fra Datatilsynet omkring datasikkerhed og databehandling, der endvidere lever op til gældende dansk lovgivning og GDPR
The number of employees with “red, yellow or green well-being” appears in the reports. It is not shown in any way which persons have scored in which categories of well-being.
We apply the recommendations of the working environment authorities. Reports are only created for departments/groups in which at least 5 employees have participated in the measurement.
A group has to consist of at least 20 persons for the cause codes to appear in a report.
Only the response team and Worklife Barometer know who has been in contact with the response team. This information is covered by our obligation of professional secrecy.