Well-being and prevention of stress from working
The STRESS-LESS project aims to provide and support the uptake of innovative open pedagogies and approaches in the field of improving the digital competences as well as personal, social, and learning competences of staff of small and medium-sized companies (SMEs). The project will be focusing on equipping people with knowledge and teaching them habits how to better cope with digital stress.
Especially as a result of digital transformation and the associated changes in business models, workflows and the use of digital tools, employees are faced with constantly increasing demands in terms of flexibility, accessibility and transparency. As a consequence of this progress workers are suffering growing stress-related conditions.
The project objectives are to
- develop new training content about prevention and management of digital stress that can be applied in work-based settings or in “home-office” settings by SMEs, their staff, managers and trainers/mentors. The training content will be available online, free of charge via web and mobile based platform;
- empower VET teachers, trainers and mentors in work-based settings through the development of effective digital, open and innovative pedagogies;
- provide data from research and feedback from practical implementation of measures against digital stress to scientific organizations, training organizations and policy makers, so that they can build upon the results of the project.
As a result of the STRESS-LESS project in the long run SME staff and other learners will be healthier, less stressed, easier to communicate with, suffer less from depression and burn-out. SMEs staff will take less sick leave and be more productive, efficient and competitive.
September 2020 to August 2022
- BF/M-Bayreuth– coordinator (Germany)
- Hafelekar (Austria)
- Horizon Software Solutions (England)
- Happiness Academy (Bulgaria)
- Consultoría de Innovación Social (Spain)
This project has been funded with support from the European Commission. This communication reflects the views only of the author, and the Commission cannot be held responsible for any use which may be made of the information contained therein.
trainings for executive
We worked betwen 2008 and 2012 on a regular basis together with LEITNER AG, a global specialist in ropeway engineering. The Leitner Group sets great value on staff development processes, as described in detail in the organizational and management model and the internal code of ethics.
Our role was it to assist LEITNER Technologies mainly in two areas which are built upon each other.
- surveys of staff, with the following topics:
- The surveys are aimed at all staff across the country and are conducted anonymously. There is enough room for your own opinions and statement.
- Analysis key statements for the management.
- Detailed analysis of results
- Development of an overall assessment
- Proposal on possible areas of action
- Training for managers – here are some examples:
- Fundamentals of management of employees
- Personnel management workshops
- Successful conducting of staff dialogues
- Conflict management in the company
- and more workshops individually catered for LEITNER AG
Staff surveys from 2008 till 2011
Annual trainings from 2008 till 2012
Trainers (German and Italian speaking) from the Hafelekar network
The DUKTUS group develops, manufactures and markets high-quality systems for the transport of water and the deep foundation of constructions – made of ductile cast iron. We had the opportunity to assist DUKTUS and to set up and implement a comprehensive approach to leadership development.
Leadership development, with the following topics:
- Hafelekar took over the overall design and organization of training sessions.
- The Board has been actively involved in the initial phase of the project.
- In the implementation phase 8 days of outdoor training were conducted which were found – by all participants – to be particularly successful.
- In addition to management seminars, individual coaching sessions were conducted.
- For the Executive Update specific recommendations were developed and presented in a group-wide final event.
June 2009 till February 2010