Remote BGM: Healthy working from home and in hybrid working environments

The world of work has changed rapidly in recent years. Home office, mobile work and Hybrid working models are no longer the exceptionbut are part of everyday working life in many industries. This means that the topic of Remote BGM (remote workplace health management) is becoming increasingly important. Companies are faced with the challenge of promoting the health and resilience of their employees outside of the traditional office - digitally, flexibly and regardless of location.

Why remote BGM is indispensable today

Many companies have taken their first steps in digital health management during the pandemic. Today, the aim is to professionalise these experiences and incorporate them into the Corporate culture to integrate.

Remote occupational health management offers the opportunity to ensure health protection regardless of the place of work. Especially working from home often lacks exercise, social contact and a clear demarcation between work and private life. This can lead to stress that affects mental and physical health. This is precisely where digital programmes come in and create opportunities to provide employees with sustainable support.

Advantages and disadvantages of BGM in the home office

Advantages:

• Flexibility: Health services can be used at any time and from any location.
• Lower entry barriers: Apps and online programmes are easily accessible for all employees.
• ScalabilityA digital offering also reaches distributed teams and international locations.
• PersonalisationTools such as apps or health portals/intranet can be customised to individual needs and the industry.

Disadvantages:

• Lack of social bonding: There is no joint training or exchange.
• Lower liability: Without personal contact with colleagues, motivation sometimes drops.
• Technical barriers: Not all employees are digitally savvy.
• Danger of over-digitisation: Too many tools can themselves become a burden.

Challenges for managers and companies

Managers play a key role in remote occupational health management. They must not only be role models in dealing with stress, but also actively communicate and exemplify digital health programmes.
These are particularly challenging:

• Accessibility & work-life balance: Employees working from home tend to work longer hours.
• Recognising psychological stress: Warning signals are more difficult to see at a distance.
• Team cohesion: Health management must also strengthen social cohesion digitally.
• Risk assessment of mental stress: Required by law, but often still uncharted digital territory.

Hybrid BGM - the right mix makes the difference

A purely digital offering is rarely enough. Successful above all is a hybrid BGMthat combines analogue and digital measures. Here are some examples of what a good mix could look like:

• Face-to-face programmes such as health days or screenings are supplemented by digital tools.
• Workshops take place both online and on site.
• Employees can choose how they want to participate - regardless of sector or location.

This creates a flexible system that Challenges of mobile working and still enables personal exchange.

Innovative remote BGM offerings

Digital OHM solutions are developing rapidly. Here are some examples of modern approaches:

• Virtual Challenges: Step challenges, movement impulses or mindfulness weeks in a team - a connecting experience, even remotely.
• Mental toolboxes: Short videos, audio exercises or micro-learnings that can be accessed at any time.
• Health portals: Centralised platforms with information, courses and coaching offers.
• Communication channels: Integration into existing tools such as Teams or Slack with health impulses.
• ISA: Innovative solutions that recognise movement and stress patterns and provide specific recovery and fitness tips. 

Digital psychological risk assessment

The Psychological risk assessment is mandatory in occupational safety and can also be realised digitally today. Online surveys, anonymised evaluations and dashboards make it possible to identify stress at an early stage. Companies can develop targeted measures - from stress management training and ergonomic tips for working from home to management training.

Recommendations and best practices for remote BGM

• Start small, expand in a targeted manner: Test pilot projects with apps or online workshops, obtain feedback, scale up.
• Transparent communication: Inform employees regularly about offers, e.g. via newsletter or intranet.
• Train managers: So that they can recognise stress and actively support employees.
• Enable ergonomic working: Provision of home office equipment (chairs, screens) plus online ergonomics check.
• Promote community: Virtual coffee breaks, health chats or joint challenges strengthen the social factor.
• Evaluation and customisation: Regularly review services - are they really helpful, are the teams using them, are new needs arising?

Conclusion

Remote OHM is not a "nice-to-have", but an essential component of modern occupational health and safety. In a hybrid working world, companies need to rethink health - digitally, flexibly and holistically. Whether through virtual challenges, digital risk assessments or innovative tools such as our AI ISA. It is crucial that employees feel that their health is a priority, even when working from home.

In this way, remote occupational health management becomes a success factor for a healthy corporate culture - regardless of where work is carried out.