New rules have been introduced for the mental work environment. There is not much that is really new, but the focus has shifted a lot, and now the supervisors have to really dig around in the mental work environment when they are on supervision.

One of the big questions is: How do we map it? How do we measure? And how do we assess the responses received?

Here, on the other hand, there is not much help to be had. The Danish Working Environment Authority has a number of questionnaires with standard questions, which they have also taken from some questionnaires prepared by the then Working Environment Institute. But no one has really considered whether you get answers that you ask, or what uncertainties are hidden in this method.

It is simply about questions where you can answer yes or no, and which i.a. can look like this:

• Is it necessary for employees to work very fast?
• Is the work only to a lesser extent or not at all varied?
• Employees have little influence on decisions about their own work
• Do employees lack help and support from colleagues?
• Do employees have little or no opportunity to learn new things through work?
• Do employees lack help and support from management?

We could go on and on. But the point is quite clear: these are highly subjective assessments of undefined conditions. It is an invitation to get completely useless inputs that can not be used to assess where there are real issues to be addressed or how.

Therefore, ECOHouse has developed another method – a well-being analysis, which has proven to illustrate something more correctly.

Har du lyst til at se den i praksis, er du meget velkommen til at maile til: dorte@ecohouse.dk