Adjustments also need
a work plan.
I can move a task between two columns on the screen. It takes a moment. Doing the task still takes time.
So clarify capacity, priorities and what can wait. Do not let support for one person become an unplanned burden on another.
Tell colleagues what they need to know about the new division. They do not need the employee’s diagnosis or private reasons.
If deliveries change: look into working conditions and agreed limits before drawing conclusions about effort or competence. Also check whether absence or performance targets hit unfairly. An automatic alert should not replace a concrete assessment.
Keep options for training and development open while the adjustment lasts. When a manager changes: agree the necessary handover of measures, without moving the whole health story.
Agree what is moved, what is dropped, who has capacity and when the plan is reviewed. If the solution does not work, find a new attempt together.
EU-OSHA on health at work · ISO 45010, Annex B.2–B.3.