A confidant contributes to a safe and healthy working environment by offering employees a confidential point of contact in the event of undesirable behavior or integrity issues.
Increses Safety
Prevents dangerous situations caused by distractions or conflicts.
Reduces work-related stress and burnout
Assists in preventing work-related mental health issues.
Reduces absence
Contributes to reducing productivity loss and staff turnover.
The employee schedules their own appointment for a personal, free, and confidential conversation.
The confidant provides support, and offers guidance to the requester.
CONFIDENTIALITY
The content of the conversation remains private, unless criminal acts are reported.
• Employees can reach out for a confidential conversation.
• Conversations and visits are billed separately.
• Maximum travel time of 0.5 hours from Haren (GN) or online.
You can expect the following competencies from a certified confidant:
✓ Professional
✓ Integrity
✓ Independent
✓ Thorough
✓ Confidential
✓ Impartial
• Personal introduction to employees.
• Provides employees with all the necessary information during a brief meeting, ensuring they know when and how to reach out to the confidant.
• Takes action only after a report is made or when the employer requests extra focus on the role of the confidant in the workplace.
• Employees can schedule an (online) appointment.
• Appointments are never held at employees’ homes or on a worksite.
• Annual report provided after the end of the calendar year or additionally upon mutual agreement.
The most recent job profile for the confidant for Unacceptable Behavior and Integrity, as outlined by the LVV, serves as the guiding framework for these responsibilities. Therefore, the confidant and employer will evaluate the role at the end of each calendar year.
The use of a confidential counselor helps to reduce this risk
❌ Burnout complaints
❌ Work stress
❌ Loss of productivity
❌ Sickness absence
❌ Staff leaving
Aside from potentially leading to sick leave, these issues can also create dangerous situations in the workplace. Someone who isn’t feeling well may be easily distracted during high-risk tasks. It can even escalate into serious conflicts between colleagues.
However, when things do go wrong, a confidant can help. While not yet mandatory, every business with employees is legally required under the Ducht Occupational Health and Safety Act to prevent psychosocial workload (PSA). Your company’s occupational health policy outlines exactly how this is addressed.
While you can’t prevent all sick leave, you can influence what happens in your workplace. Reduce sick leave by providing both practical and emotional support to your employees.
Take, for example, joking around at the coffee table about or with a colleague. Someone might think they’re being funny but doesn’t realize the impact it has on the other person. People who frequently target others with offhand remarks often have their own issues to deal with. Not everyone communicates effectively or knows how to give or receive feedback properly. You might think, “It’ll sort itself out,” but often, it doesn’t.
By collectively agreeing on acceptable workplace behavior, you can prevent many issues and create a healthier, safer work environment.
An organization can choose an external confidant. This person does not work within the organization and only fulfills the role of the confidential counselor. I am an LVV registered confidential counselor & integrity and am committed to a healthy and safe working environment.
Someone from human resources or a manager is often not the right person to fulfill that role.
Employees often do not feel free enough to report something to them.
It is then wise to appoint someone that employees feel comfortable with and who already has certain competencies.Keep in mind that it does not conflict with the work that employee already does.
Furthermore, provide training and the space to handle all information confidentially.
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