As a Workplace Possibilities consultant with The Standard, I’ve seen firsthand how time-consuming it can be for an HR department to handle ergonomic requests. In this video blog post, you’ll learn how I was able to help significantly reduce the burden for an HR team that was working with their facilities department and handling more than 300 ergonomic requests a year.
Workplace productivity is often a crucial contributing factor toward your company’s bottom line. Often, the bulk of the responsibility to maintain productivity falls on the HR department. With continued cuts to staffing and budgets, you may agree that doing the best you can with what you have is becoming increasingly more difficult. But, as an HR professional, you can play a key role in addressing productivity challenges. One way to start is by partnering with a qualified return-to-work team focused on managing absence and disability through a program that features a dedicated on-site consultant.
As a disability resources consultant I’m often asked why ergonomic programs fail. The biggest reason: Companies forget to take into account employee behavior.
When a company starts an ergonomic evaluation it traditionally looks to identify and reduce basic ergonomic risk factors — things like poorly placed monitors or ill-fitting chairs. Some companies even take it a step further by inviting employees to be active participants in identifying and eliminating those risk factors.
It’s what happens (or not) after the evaluation that determines the program’s success.