Difficulties accumulate.
It's important to understand what's happening before choosing a course of action.
SUSTAINABLE PRESENCE
Recognise the signs.
Address the conditions behind them.
Assess people’s experience and working conditions
to guide support and prevention.
Connect the findings to everyday work
and turn them into priorities, actions and follow-up.
Individuals and context
Professional judgement
Support and follow-up
THE STARTING POINT.
Being at work
doesn’t always mean being well.
The activity continues, but demands, competing priorities, or difficulties in finding support can accumulate. Knowing that someone is present doesn't explain how they are experiencing their work.
Sustainable Attendance helps to understand the signals in context and to decide what warrants a conversation, support, or review.
General solutions don't always fit.
Needs change depending on the tasks, resources, and real conditions.
Reading requires ongoing attention.
A useful reading should help clarify what to do, with whom, and how to review it.
TWO COMPLEMENTARY PERSPECTIVES
People matter.
So do their working conditions.
A signal only makes sense when related to the available information. That's why we connect the individual assessment with the job description and the employee's current work experience.
PERSONAL FACTORS
A look at individual signals.
The assessment provides information about relevant dimensions to guide support: adaptation, energy, organisation, and communication, among others.
What deserves attention and what support is beneficial to maintain.
WORK CONTEXT
The conditions in which work is performed.
The job description outlines responsibilities. A person's experience helps to understand how workload, priorities, resources, and coordination are organised.
What is beneficial to compare in daily work.
The professional judgement makes the connection.
We relate sources without confusing a trend with a cause. The report distinguishes between information that is supported, aspects that require further investigation, and measures that make sense in that context.
REAL WORK, FROM A FIRST-PERSON PERSPECTIVE.
Ask about everyday work.
Identify what could improve.
The work context questionnaire gathers how the person describes the last four weeks of their work. It explores nine areas that help guide the conversation.
- Workload and pace.
- The tasks to be completed and the time available.
- Schedule and recovery.
- Predictability of the workday and space for breaks.
- Interruptions and concentration
- The conditions for maintaining focus on a task.
- Autonomy and control
- The ability to organise work and prioritise tasks.
- Role and priorities
- Clarity regarding responsibilities and instructions.
- Resources and capabilities
- The means, information, and operational support.
- Support and coordination
- The available assistance and the relationship between tasks and people.
- Respect and communication
- The ability to express doubts and needs for support.
- Changes and predictability
- The information needed to understand and prepare for changes.
20 questions about the work context4–6 minutes as a guideline
The estimate applies only to the work context questionnaire. The full evaluation is carried out as part of the project.
WHAT YOU RECEIVE
A report that connects the evidence.
A plan that guides action.
The authorized professional receives an individual reading with signals, priorities, and support proposals. Explore how these relate in this illustrative example.
ESFERICALSUSTAINABLE PRESENCE
FICTIONAL EXAMPLE · MOUNTING DEMANDS
Understand before intervening.
Situation described
Multiple demands overlap, making it difficult to find time to complete them.
Contrast question
Which priorities compete, and what margin exists for reviewing them?
Support for maintaining
The possibility of discussing the organisation of work with the responsible person.
Professional reading with contextThe signals guide questions and provide support; they do not attribute a cause on their own.
Understanding the signs in their context.
A professional individual report relates the results of the assessment with the available information about the job. It distinguishes what is supported, what needs further investigation, and the resources that are advisable to maintain.
- Summarization of relevant signs.
- Connection to the role and the described conditions.
- Limits of interpretation and questions to delve deeper.
A clearer basis for preparing a supportive conversation.
Let's talk about your projectThis fictional example illustrates the service. It contains no client report or individual assessment. Your proposal sets out what you receive and how we discuss the findings with you.
HOW WE WORK.
From understanding the situation
to agreeing what comes next.
Make room for
a sustainable way of working.
Support may involve reviewing priorities, better coordination, or adjusting resources. The plan connects the individual's needs with the organisation's responsibilities.
Agreeing on the objective.
We define the need, the participants, and the responsible professionals. We specify the scope, information, access, and participation conditions.
Gathering perspectives.
We conduct the individual assessment and the work context questionnaire. We incorporate available information about the role, differentiating it from the experience described by the individual.
Relate and interpret.
We connect the sources to understand signals and support. We make the limitations and issues that require a contrasting discussion visible.
Review the professional report.
Authorized individuals review the conclusions and the proposed plan. The professional deliverable is completed after the corresponding review and approval.
Define measures and follow-up.
We agree on how to transfer priorities to the work: responsible parties, next steps, and review. The support for implementing them is specified in the proposal.
FROM READING TO ACTION · ILLUSTRATIVE EXAMPLE
When the workload becomes overwhelming,
look at how the work is organised.
A specific challenge can open up a concrete discussion about the tasks that can be completed within the available time. The next step is agreed upon with those who can take action.
Understand your starting point
Compare which demands align, which are the highest priority, and with what resources are available.
Agree on…
Decide what will be maintained, postponed, or redistributed, with a designated responsible party.
Review
Set a date and observe whether the agreements are helpful; maintain them or adjust them based on what is learned.
Fictional scenario, without client data. This illustrates the approach; measures are adapted after professional review.
WHEN IT PROVIDES VALUE
Clearer priorities.
Better-informed support.
Guide a well-being initiative.
When you need to move from general measures to specific support needs.
A reference for prioritising where to start.
Preparing a useful conversation.
When there are signs that require attention and a better understanding of the context is needed.
Questions and priorities for having a well-founded conversation.
To maintain and continue an improvement.
When you want to connect conclusions with actions, responsibilities, and review.
A plan that allows you to maintain, adjust, or close what has been agreed upon.
PEOPLE, AT THE CENTRE
Trust is part
of the process.
People need to understand why they are taking part. Before gathering information, we agree what it will be used for, who can see it and how we will interpret it.
The purpose of Sustainable Attendance is to provide guidance on prevention and support. The service maintains this purpose in its evaluations, reports, and proposed measures.
Address any questions or concerns that arise during the process.Informed participation
The individual is aware of the purpose and conditions. The context questionnaire is voluntary and allows for the omission of questions.
Clearly defined professional access
The primary delivery is directed towards authorized professionals. The exact answers from the context questionnaire are not shown to the company or the reviewer; a summary is used instead.
Reviewed conclusions.
Interpretation and recommendations undergo professional review. Limitations of the information are made visible before agreeing on measures.
WELL-BEING WITH VARIOUS ENTRY POINTS
A specific need.
An approach that fits.
Sustainable Attendance provides an individual interpretation of signals and context. Other needs may require a complementary approach, with its own scope.
BEFORE WE BEGIN
Questions
you may have.
What does the service offer, how can you participate, and how is the information used?
What exactly is Sustainable Attendance?
It is a professional evaluation and interpretation service designed to provide support and prevention in the workplace. It combines personal factors, job-related information, and the current work environment to create an individual report that identifies key issues, priorities, and proposed actions and follow-up measures. Its purpose is to help understand what requires attention and how to address it.
Does it predict who will be absent from work?
No. It does not provide an individual probability of absence or identify who will be absent. The indicators are interpreted in context to guide support measures. A score does not demonstrate a cause or allow for anticipating a person's behaviour.
Is it a physical or mental health diagnosis or a psychosocial risk assessment?
It does not provide physical or mental health diagnoses. It is a complementary preventative resource and does not replace a psychosocial risk assessment or the care of healthcare professionals. The questionnaire on the work environment collects the organisation's perception of work; it is not a clinical test.
Can it be used for selecting, promoting, or disciplining?
No. Its purpose is preventative and supportive. It is not designed for selection, promotion, disciplinary actions, dismissals, or ranking individuals. The findings are used to understand needs and guide measures, while maintaining this purpose throughout the process.
What does the person need to do and how much time does it take?
Participation includes an individual assessment and a questionnaire about the work context. The latter contains 20 closed-ended questions and requires approximately 4–6 minutes; this estimate only applies to the work context questionnaire, not the complete assessment. The total time commitment is determined when the project is organised.
How is participation and confidentiality ensured?
Before starting, the purpose, the intended audience for the information, and the conditions of the process are explained. Participation in the context questionnaire is voluntary and allows for skipping questions. Your exact answers will not be shown to the company or the reviewer; a contextual summary is used for professional interpretation.
Who receives the report? Is there a report for the entire team?
The main deliverable is an individual professional report for authorized personnel on the project. We agree on who has access to it and how it will be returned. It does not automatically include a report for each participant or a consolidated team report; communication and any additional needs are explicitly defined.
Do we need a job analysis beforehand?
It is not a requirement to initiate the conversation. We review the available information and its quality. A job description provides a reference for responsibilities and requirements, but it does not demonstrate how the work is carried out on a daily basis. Therefore, it is distinguished from the context described by the person.
What role do technology and professional review play?
Technology helps to organise and relate the information to prepare the report. The professional review assesses its interpretation, limitations, and relevance. The conclusions do not automatically generate employment decisions or replace the conversation with those involved.
Does it include the implementation of measures?
The service provides a proposal for priorities, actions, and follow-up. The implementation, feedback sessions, training, and support are agreed upon according to the needs of the project. The commercial proposal details what is included, who participates, the schedule, and the investment.
LET'S DISCUSS SUSTAINABLE PRESENCE
What needs attention
in your organisation?
Tell us what you would like to understand.
We’ll agree where to start and prepare a proposal.
Individuals and contextProfessional reportSupport measures
Request a proposal We agree who will take part, which sources to use, what you will receive, how we will share feedback, the schedule and the cost.