Work pressure is not the same as work stress. Workload is primarily a time problem. Excessive workload is: when you cannot meet the demands placed on you for an extended period of time, or with difficulty, within the time available. Experiencing an excessive workload is not only annoying, but also bad for the employee’s health in the long run. Work stress, physical complaints, burnout complaints and/or cardiovascular disease: all examples of complaints related to work pressure. The occasional high workload need not be a bad thing, of course. Problems arise when work pressure is too high often or for long periods of time.

Through this module, the concept of controllability and autonomy is measured. It shows how autonomous a person feels and behaves in his work. Autonomy in the work environment, or more simply “control options,” refers to the degree of freedom employees experience when they are at work. It is the ability to arrange and organize your own work and solve problems yourself. So it’s really about a piece of directing work. People who score high experience a lot of freedom in their work, can control their breaks, and set their own pace. People who score low experience few control options. More regulation options at work has benefits not only for employees, but also for the organization. Employees with more freedom get more done. Productivity goes up. Moreover, they have a greater sense of responsibility for the quality of the work they deliver.

A good work-life balance is important for employees because it contributes to their physical and mental health, their motivation and commitment to work, and their ability to perform effectively at work. This, in turn, also has benefits for the company, such as lower absenteeism, higher productivity and better employee retention. By creating a good work-life balance, both employees and the company can thrive.

Good household finances are important for employees because they contribute to their well-being, health and motivation at work. Employees who feel financially supported are better able to focus on their work and perform their duties effectively. This in turn also has benefits for the company, such as increased productivity, better employee retention and fewer absences due to financial stress-related problems. By helping employees achieve financial stability, the company can contribute to employee well-being and improve company performance.

Family caregiving can be a risk to both employees and the company because it can lead to an increased risk of burnout, loss of productivity and increased costs to the company due to sick leave and employee turnover. Employees who provide informal care may experience high stress levels and a lack of flexibility in their work hours, reducing their ability to perform effectively at work. Moreover, the company may also face loss of expertise and knowledge when experienced employees decide to quit their jobs to devote more time to informal care. Therefore, it is important for employers to provide a supportive work environment for employees who perform caregiving duties to help them balance their work and caregiving responsibilities.

Employees who are mentally overworked are more likely to experience stress, burnout and decreased concentration and productivity, which can lead to higher costs for the company and possible employee turnover. Managing work mentally well is important for employees because it contributes to their well-being, their motivation and commitment to work, and their ability to perform effectively at work.

This module detects early symptoms of stress and burnout. Early detection can prevent mental absenteeism and dropout. We measure in this module, to what extent somatic and psychological symptoms are experienced, which are directly related to burnout symptoms and stress. Stress symptoms normally serve as an internal alarm, alerting the person in question that an imbalance is imminent. People who can manage this healthily usually have adequate resources and can meet the task demands. People who have tension symptoms often experience physical, emotional and psychological symptoms. These people lack resources, or they do not know how to tap into them. As a result, they often completely lost track.

Transgressive behavior is mutual behavior that is perceived as threatening, humiliating or intimidating. Examples of undesirable behavior include sexual harassment, discrimination, aggression, violence and bullying. Unwanted behavior makes work a difficult task every day for more than 500,000 people in the Netherlands. Perhaps worse, many people are guilty of perpetuating this kind of behavior. Whether these behaviors occur in your company can be measured and understood with this questionnaire module. It is often very difficult for HR and human resources to put a finger on these issues. By having all employees fill out this questionnaire, it becomes possible to do something about undesirable behavior. In addition, sexual harassment is a major cause of work stress and absenteeism.

Psychological safety (work climate) refers to how safe employees feel in the organization. It is about a working environment in which the employee feels safe to take risks and discuss constructively without feeling inhibited by fear. Lack of psychological safety in the workplace has been linked to burnout and absenteeism. High levels of psychological safety have been associated with higher engagement.