As an HR professional, you do not want to address stress and absenteeism only after employees have already dropped out. You want to identify risks earlier, know which approach is appropriate, and ensure that employees and managers can effectively apply this in practice.
Centrum voor Stressmanagement helps HR professionals, absenteeism specialists, and organizations recognize work-related stress, overload, and stress-related absenteeism earlier and address them effectively.
Stress-related absenteeism rarely occurs out of the blue. Often, early warning signs are already visible within teams, among employees, or in the way work is structured.
By taking these signals seriously and examining the underlying causes together, room is created to act earlier and more deliberately.
These are not automatically indicators of a single isolated problem. However, they can provide a reason to investigate where the strain originates and what is required to prevent further absence.
A single training session or intervention can be valuable, but it is not always sufficient—especially when multiple factors play a role simultaneously.
We help HR clearly identify what is happening first, and then determine the most appropriate support.
Through conversations, analysis, and—where appropriate—a Stress Scan, we map out potential stressors and areas of concern.
Depending on the findings, support can focus on individual employees, managers, teams, or the organization as a whole.
We discuss who holds which responsibility, what will be evaluated, and what ongoing attention is needed to sustain improvements.
Not every organization needs to start with an extensive program. Sometimes an initial consultation is sufficient. In other situations, a Stress Scan helps provide objective insight.
Based on this, options may include:
When stress and overload visibly contribute to absenteeism, we investigate which factors play a role and which measures can help prevent further absence as much as possible.
When the greatest pressure arises within a team, we look at priorities, collaboration, expectations, recovery, and how work is structured.
For organizations where being constantly 'on' has become part of the culture. We help restore a healthier balance between performance and recovery.
During times of change, uncertainty can compound existing work pressures. We support organizations and managers in identifying and mitigating additional strain.
Managers play a crucial role in recognizing stress, yet they often experience high levels of pressure themselves. Targeted guidance can help achieve a better balance between leadership, behavior, strain, and recovery.
Centrum voor Stressmanagement can work complementarily to existing support from HR, occupational health services, or company physicians. We clarify beforehand who holds which role and what information is shared. Personal data and individual coaching are treated confidentially. For organization-wide initiatives, we primarily focus on patterns and key focus points that HR and managers can use to improve the work environment.
An intervention provides true value only when improvements remain noticeable over the long term. That is why we collaborate to determine which agreements, responsibilities, and evaluation moments are needed. Not to set up an additional bureaucratic system, but to integrate healthy working practices into daily operations. This may involve workload, priorities, availability, recovery, collaboration, or the way warning signs are addressed.
Are you currently dealing with a specific issue regarding work stress or absenteeism? During an intake, we can discuss the situation and determine the appropriate approach.
Would you first prefer to gain a clearer understanding of the stressors and risks involved? In that case, a Stress Scan can be an excellent first step.
Yes. The process is designed to align: coordination, intervention, safeguarding, and evaluation, with roles clearly defined in advance.
When stress manifests as an organizational or team pattern: workload, friction, unrest around change, prevention regarding behavior under pressure, or an increasing risk of stress-related absenteeism.
At a high level: patterns, risks, roadmap, and assurance agreements. No individual details without an explicit agreement.
Yes. The Stress Scan is a strong start if you first want direction and priority.
We make agreements in advance regarding what will be shared in broad terms. Without permission, we do not share anything outside the agreed framework.
Leading by example, standing by choices, and adhering to agreements regarding priority, availability, and escalation.