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Balancing work, life and health in remote working post-Covid

Balancing work, life and health in remote working post-Covid

Written by Nina Peitler | Reviewed by Barbara Hofleitner

Created on: 19 May 2021 | Updated on: 17 Jun 2021

News category: "News on Living Innovation"

On June 15th, our fifth Online Dialogue took place. Together with high-level experts, we talked about the health-related issues in remote working and discussed the measures, which can be taken to prevent mental health issues in the future.

Are people around you experiencing symptoms of mental illness?

How can you deal with the feeling of isolation in remote working?

Would you like to know how leading companies deal with health and work-life balance?

Remote working has gained massive importance during the Covid-19 pandemic which has an enormous impact on health and the work-life balance of employees. A recent survey showed that 74% of all workers claim poor mental health has affected their productivity in home office. Issues, such as loneliness, emotional exhaustion and burnout are on the rise and trigger great concern about psychosocial risks in our society.

As remote working is set to stay in the post-Covid era, appropriate measures must be taken from individual organizations, but also on the level of social systems.

In our fifth Dialogue, three insightful speeches offered expert insights followed by a discussion on

  1. How to create an organizational culture suited to the requirements of remote workers;
  2. What the general roles and responsibilities for ensuring protection of employees are; and
  3. How job descriptions change in remote working.

Watch this Online Dialogue and learn about:

  • The mental wellbeing platform implemented by Siemens
  • Trainings and organizational development after COVID-19
  • A global view on psychosocial factors in remote working from the International Labour Organization

Listen to the experts:

  • Michael Folwaczny is Global Head of Human Resources Corporate Development at Siemens. Siemens is a global technology company with over 290,000 employees focused on industry, infrastructure, mobility and healthcare. Michael Folwaczny has been working for Siemens for over 15 years and currently focuses on empowering roughly 40,000 people in diverse fields within Siemens and Siemens Advanta. In his presentation, he will share his experiences on empowerment, trust and mental wellbeing in remote working.

"Leadership in remote working should foster the empowerment of employees - mental wellbeing is a vital factor in this aspect.”

 “For select businesses, Siemens has implemented cornerstones of psychological healthcare and embedded a mental wellbeing platform to foster awareness of mental health and offer tangible support to employees.”


  • Nita Chhinzer is Associate Professor of Human Resources at the at the Department of Management, University of Guelph in Canada. Her research is concentrated on Strategic Human Resources Management, with a strong focus on downsizing practices, procedures and ethics. Being a best-selling author (HRM) and award-winning researcher, she was recognized as one of the top 25 Human Resource Professionals in Canada in 2016. In this Dialogue, she will shed light on current workplace issues from an academic point of view and, based on her experience, give a speech on how to be human in remote working.

"As tasks and competencies of workers change, remote working requires new job descriptions and an increased focus on employee wellbeing.”

“The development of employees will play an important role in the future. Trainings should focus on team building, productivity and multimedia communication. “


  • Halshka Graczyk is Technical Specialist at the International Labour Organization (ILO). She is a public health and occupational safety and health (OSH) researcher with vast experience in working in international organisations, academia, research, and in the regulatory government sphere.

"Apart from the impacts on mental health, remote working poses many risks in different areas, as violence and harassment.”

“The ILO highlights the responsibility of the employer in ensuring occupational health and safety. New workplace policies should be designed within organizations.”



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