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The Response Team
No – the conversation with the response team remains anonymous to the company.
The response team consists of occupational psychologists who are trained to talk about issues that concern your work life and/or your personal life. The interview can help you find solutions to the issues that affect your wellbeing
Depending on the agreement your company has with Worklife Barometer, the psychological response team is maintained by either Worklife Barometer, whose response team consists of experienced occupational psychologists, or the Pathfinder Howdy response team, which consists of registered nurses.
When you accept the consent form, 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 discrete conversation over a mobile phone.
Generally speaking you will be contacted in 3 cases: 1) if your wellbeing is in the red zone, 2) if a significant decrease in wellbeing 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 the cases 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 perform 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 enacting change. The response team can help create an understanding of the situation and may sometimes help describe an emotion. What you can get from a contact with the response team is “good advice” about how to act on the situation that caused the lack of wellbeing. 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 wellbeing is at a critical level and that 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 of why your level of wellbeing has caused a call. They will try to clarify the following: The cause of the problem, the ability to handle the situation, whether the stressful situation has been short or long term, and 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 text. 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.
The Questions In The App
Each month all the answers are aggregated in reports on wellbeing, so it is important we receive the answers every month. Poor wellbeing is typically a condition that develops over time, and it can be difficult to see it coming. The Howdy measurements help make the development visible and they allow you to deal with potential issues before they escalate.
The 5 questions have been scientifically tested around the world, and have proven to be very precise. The scientific foundation is based on exactly these 5 questions.
The solution focuses on the complete person. Personal life and work life are connected. You are not just unwell in your work life but also in your personal life.
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 wellbeing score below 35 is marked as “red”. A wellbeing score between 35 and below 50 is marked as “yellow”. A wellbeing score above 50 is marked as “green”.
On its own, a lack of sleep does not trigger “red wellbeing” or contact with the response team. It is your answers to the 5 questions which, taken together, are used to assess your level of wellbeing. The scientific model ensures that the proper reservations are taken in regard 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 you don’t provide your answers based on just a single day.
All answers are anonymous to the company and they are collected in an anonymised form for use in the reports.
Technical Details and Getting Started
Yes, you will. Howdy measures your overall wellbeing –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 which municipality you reside in.
If you don’t want to use Howdy anymore, you may contact: email@example.com
When you log in to Howdy (via the app or via the web version) you can find your own figures in the menu at the bottom of the screen (the choice in the middle). The web version is here: 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 wellbeing.
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.
Go to https://start.worklifebarometer.com/recover and enter your e-mail. You will then receive a new mail with a link to your profile.
The Danish Data Protection Agency requires a consent form in order for Worklife Barometer 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 everyone is encouraged to participate -even if you already feel satisfied. The precondition for creating a better work environment for everyone is a high level of participation, so the proper initiatives can be put in place.
Reports and Follow-Up
There can be several reasons for that. The most frequent explanations are that: 1) The employee has an open case and continues to make their answers every two weeks. The wellbeing 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 in 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 wellbeing in a specific department should also be around 70 points or higher.
We recommend that the monthly wellbeing reports are used by management and HR to get an impression of the level of wellbeing in the individual departments. In this way it becomes possible to make a targeted and early intervention, when signs of decreased wellbeing begin to show in certain groups.
The reason 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 Danish Working Environment Authority, there has to be a minimum of 20 persons in a group for a reason code to appear in the report. The code(s) is chosen in cooperation with the psychologist. Some additional words are added to work-related reasons such as “workload, problems with a co-worker, etc.” whereas personal reasons are only categorized as “personal reasons”. If, for example, the lack of wellbeing (and, as a consequence, the conversation with the response team) is due to a divorce, the cause will be categorised as “personal reasons” without further elaboration.
After each conversation, a ”reason code” is registered. This helps to give an overview of the problems that cause poor wellbeing in the individual company.
The average score is calculated on the basis of all answers that have been registered within 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 wellbeing in that specific department.
Each question is assigned a points score, depending on how you answer the question. Higher well-being results in a higher point score being assigned to the question. All questions are added up and together they constitute the average score.
Anonymity and Data Management
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.
Only Worklife Barometer and the response team can view your answers in order to follow up on your well-being. Worklife Barometer is also allowed to use the information collected for statistical purposes such as benchmarking across personas or other relevant characteristics.
Once you leave the company, they will inform Worklife Barometer that you no longer want Worklife Barometer to store your data, and all personally identifiable data will be removed from the database. Your data may still be included in statistical material – but without Worklife Barometer knowing who answered what.
Howdy conforms to the strict requirements imposed by the Danish Data Protection Agency concerning data protection and processing, and also conforms to current Danish legislation.
A group has to consist of at least 20 persons for the reason codes to appear in a report.
We apply the recommendations of the Danish Working Environment Authority: Reports are only created for departments/groups in which at least 5 employees have participated in the measurement.
Only the response team and Worklife Barometer know who has been in contact with the response team. This information is covered by our duty of confidentiality.
Although it is possible to see the number of employees who fall into “red, yellow, or green wellbeing” in the reports, it is not shown in any way which persons fall into which categories of wellbeing. The data is anonymised.