Imagine what it would be like ... You work at an international company where the language in the workplace is not the language you speak. So how does that work? Well, generally it works fine. With uniform work processes, basic English, German or Polish, and using hands and feet, you get around quite a bit. But then something arises at work. Something that requires more explanation or clarification. An employee goes into absenteeism. What then?
Deploy interpreter
As an employer, at that point you have the challenge of starting the conversation with this employee where misunderstanding and difference of opinion about whether or not to call in sick lurk. Moreover, as an employer, you are not allowed to ask about the medical cause. In practice, managers often use a colleague who speaks the same language as the employee in question as an interpreter.
Stelt u dan opnieuw eens voor hoe het zou zijn: de tolk raakt betrokken bij veelal zeer persoonlijke zaken van een collega. Dit heeft vaak effect op de relatie die iemand heeft met de verzuimende collega. Maar ook andersom: als verzuimende collega moet hij of zij verhaal doen via deze collega. En dat in een situatie waarin iemand zich kwetsbaar voelt. Niet de ingrediënten voor een zorgvuldige en adequate verzuimbegeleiding op de werkvloer. Ook de praktijkondersteuner bedrijfsarts (POB) heeft soms met deze taalbarrière te maken. Als onderdeel van het inzetbaarheidsteam hebben zij vaak contact met de medewerker voordat hij of zij de Bedrijfsarts of Arboverpleegkundige ziet. Hoe gaat de POB hiermee om? Annemarie Engelhart is al bijna 7 jaar werkzaam als praktijkondersteuner bedrijfsarts bij De Arbodienst.
How does the POB make a difference?
Annemarie Engelhart: "I always take my time and immerse myself in the other person's world. What does it look like? And who are part of it, at home and at work? With this insight, I paint a picture of the situation at work, the limitations as well as the possibilities, together with the employee. Despite the language barrier. And all that on the phone, without the help of gestures and facial expressions. I don't see this lack as a limiting factor. In fact, I personally find it an advantage. The inevitable judgment based on first impressions does not stand in my way.
And then my challenge is to build a bond of trust in the conversation with the employee, on the other end of the line. After all, we don't know each other; to the employee I am a complete stranger. These consultations require supreme concentration, simple language and a continuous check that we understand each other well. This is how I want to make a difference in absenteeism management. No matter how small sometimes". Once the picture is complete, the translation into advice and suggestions follows to prevent or at least limit unnecessary misunderstandings in reintegration counseling at work. The consultant then engages in further discussions with employer and employee about this.
Engage a professional
Unfortunately, it also happens that the language barrier cannot be bridged. Language then literally stands in the way of effective absenteeism management. As an employer, do not hesitate to arrange for a professional interpreter. This ensures that an employee can express himself well in his own language, that his employer understands what it is about and that relations between colleagues remain optimal!
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