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MSDs: A Health (and Performance) Challenge Too Often Underestimated

MSDs: A Health (and Performance) Challenge Too Often Underestimated

In Switzerland, as in other European countries, MSDs (musculoskeletal disorders) are the leading cause of occupational illness..
Back, shoulders, wrists, neck — certain pains can become a lasting part of the workday, affect performance, and lead to fatigue, absenteeism, or even long-term incapacity.

The causes? Repetitive movements, poor posture, constant pressure, and poorly adapted workstations that fail to support the body’s overall balance.

 

Why is this a critical issue for HR?

Because poorly addressed MSDs are costly:

  • repeated absenteeism,
  • replacement time,
  • moral wear and tear and a sense of injustice.

But also because they often carry an invisible load: organizational stress, cognitive overload, and inattentive management that overlooks early warning signs. Yet, a few targeted adjustments can often prevent these risks in a sustainable way.

 

Concrete levers to activate within the organization

It is possible (and necessary) to co-build an integrated prevention approach through:

  • Ergonomic analysis of workstations.
  • Training in proper movements and posture.
  • Regular assessments of risky behaviors.
  • A culture of shared vigilance among HR, managers, and employees.

At pioneering companies, MSD prevention is embedded in a broader Quality of Work Life (QWL) and Quality of Work and Working Conditions (QWLC) strategy.

 

Training: a foundation for behavioral change

Training in MSD prevention helps to:

  • Raise awareness of risk factors,
  • Change ingrained yet ineffective behaviors,
  • Sustain long-term performance while protecting health.

These training sessions combine theory, real-life field situations, physical exercises, and targeted microlearning modules. They are designed for everyone: physical jobs, screen-based roles, logistics, office staff, and managers, etc.,s.

 

And now… who takes care of the body at work?

At a time when ecological transition, CSR, and responsible performance are top priorities, why is the question of the body at work still so overlooked?
How can we integrate physical and mental prevention efforts?
And above all: who leads these internal health transitions within organizations? HR, QHSE, senior management — or all of them together?

These are fundamental questions for establishing a sustainable approach to well-being and performance.

Feedback in the Workplace: Establishing a sustainable and engaging Culture

Feedback in the Workplace: Establishing a sustainable and engaging Culture

Beyond the traditional annual evaluation, feedback is now recognized as a key tool for development, motivation, and agility. Yet, it remains insufficiently integrated into day-to-day managerial practices.

According to Gallup (2019), employees who receive regular and constructive feedback are 3.6 times more engaged than others. Conversely, the absence of concrete feedback can lead to confusion, frustration, loss of trust — and ultimately, disengagement.

 

Why is this relational dimension a strategic issue?

Because feedback is not just an individual reflex. It is an integral part of collective dynamics, a team’s ability to adjust quickly, and a culture of continuous improvement.

A well-formulated feedback supports three essential dimensions:

  • Learning: drawing clear lessons from one’s actions,
  • Motivation: feeling recognized in one’s role,
  • Agility: quickly adjusting attitude, communication, and organization.

But without clear intent, a method, or structure, feedback can become clumsy or even harmful — hence the need for vigilance.

 

Establishing a sustainable feedback culture

Several structured approaches exist to professionalize feedback practices:

  • The SBI model (Situation, Behavior, Impact),
  • The DESC method (Describe, Express, Specify, Conclude) for managing tensions,
  • 360° feedback to create a virtuous circle of reciprocal listening.

Scheduling feedback rituals (weekly, post-project, etc.), clarifying mutual expectations, and developing active listening: all are simple levers to deploy, provided they are based on the right mindset.

 

Training as an Anchor Point

Implementing a true feedback culture requires time and consistency. But also, at certain key moments, structured training and alignment sessions that allow:

  • Acquiring a common language around feedback,
  • Practicing managerial postures in various contexts (success / error / tension),
  • Identifying individual or cultural barriers to regular feedback.

Well-designed training acts as a catalyst for collective evolution, provided it is followed by real implementation.

 

And now… Can feedback really be natural?

Is it possible, in some teams, to spontaneously foster a feedback culture without it feeling artificial or top-down?

Should the practice be standardized, or should the desire emerge naturally?

And above all: how can we learn to give feedback that is free of judgment, yet not complacent?

These are questions every organization — including HR and managers — should ask, to professionalize an act too often perceived as “intuitive.”

 

References:
London, M. & Smither, J.W. (2002). Feedback orientation, feedback culture, and the performance management process, Human Resource Management Review

Gallup (2019). State of the Global Workplace

 

The importance of feedback training in banks in the canton of Zurich

The importance of feedback training in banks in the canton of Zurich

Why is feedback essential in the Zurich banking sector?

In a constantly evolving banking environment, characterized by strict regulations, high customer expectations, and increased competition, the ability to give and receive feedback has become a key competency. In Zurich, which is Switzerland’s financial center, this skill is even more strategic. However, many Zurich banks do not yet have a true feedback culture. This is why training employees on this aspect is a key lever for improving both individual and collective performance.

 

The benefits of feedback training in Zurich banks

  1. Improved internal communication
    Well-formulated feedback promotes transparency and collaboration between teams. In Zurich banks, where decisions must be made quickly and accurately, fluid communication is a major asset.
  2. Increased employee engagement
    An environment where feedback is constructive and valued motivates employees. According to several studies, employees who regularly receive feedback are more engaged and productive.
  3. Development of leadership and soft skills
    Feedback is a powerful tool for personal and professional development. Managers who know how to give and receive feedback effectively become better leaders and inspire their teams.
  4. Improved customer service quality
    In a sector where customer experience is a differentiating factor, better internal communication enables offering a more fluid and personalized service to clients, particularly in a competitive market like Zurich.
  5. Strengthened compliance and risk management
    Feedback plays a crucial role in identifying and correcting errors before they become problematic. In a Zurich banking framework where regulation is strict, it is essential to promote a culture of rapid and effective feedback.

 

What types of training to establish a feedback culture in Zurich banks?

Zurich banks can implement different types of training to improve feedback practices:

  • Practical workshops on constructive feedback: Learning to give clear, precise, and non-confrontational feedback.
  • Manager training: Awareness of continuous feedback methods to strengthen team cohesion and motivation.
  • Individual coaching: Supporting employees to develop their ability to receive and integrate feedback.
  • Use of digital tools: Adoption of real-time feedback platforms to modernize performance management.

 

Conclusion

Investing in feedback training is a strategic choice for Zurich banks wishing to improve their internal communication, strengthen employee engagement, and optimize their service quality. By promoting a culture of constructive feedback, they position themselves as attractive employers and strengthen their competitiveness in an evolving market.

 

Would you like to implement feedback training in your bank in Zurich?

Swissnova offers customized programs adapted to the needs of the Zurich banking sector. Contact us to learn more!

 

 

The Importance of Feedback Training for Businesses in Zurich

The Importance of Feedback Training for Businesses in Zurich

In a constantly evolving professional environment, the ability to give and receive feedback is essential for improving performance, collaboration, and employee well-being. In Zurich, Switzerland’s economic hub, companies across all industries are increasingly recognizing the value of feedback training to optimize their leadership culture and organizational efficiency.

 

Why is feedback essential in the workplace?

 

Constructive feedback helps employees and managers better understand their strengths and areas for improvement. It fosters open communication, reduces misunderstandings, and increases team engagement. A well-integrated feedback culture in a Zurich-based company can lead to higher productivity, better talent retention, and a healthier work environment.

 

Specific challenges of feedback in Switzerland and Zurich

 

In Switzerland, and particularly in Zurich, where many businesses operate in a multicultural environment, effective communication is a significant challenge. Different cultural sensitivities influence how feedback is perceived and accepted. Proper training helps employees structure their feedback clearly and respectfully while considering cultural nuances.

 

How does SwissNova support Zurich businesses?

 

At SwissNova, we offer tailored training programs designed for Zurich-based companies. Our modules cover key aspects such as:

  • Structuring constructive and motivating feedback
  • Learning how to receive feedback without stress
  • Managing feedback in a multicultural environment
  • Integrating feedback into daily leadership practices

 

With our interactive and practical training sessions, Zurich businesses can transform feedback into a powerful tool for personal and professional development.

 

Investing in Feedback – A Strategic Choice

 

Embracing an effective feedback culture is no longer optional; it is a necessity for any company looking to stay competitive in Zurich. Contact SwissNova today to explore our customized solutions and enhance communication skills within your organization: www.swissnova.swiss.

 

Continuing Education Trends 2025: Focus on the Cantons of Zurich, Bern, and Basel

Continuing Education Trends 2025: Focus on the Cantons of Zurich, Bern, and Basel

Continuing education remains a key element for professional development and competitiveness. The cantons of Zurich, Berne, and Basel, recognized as Switzerland’s economic and cultural centers, are setting new standards in the fields of management, leadership, and communication. Here are the main trends in continuing education for 2025 and how Swissnova can help you meet these challenges.

 

1. Management Training: Meeting Today’s and Tomorrow’s Challenges

In an ever-evolving business world, leaders must think strategically while acting with flexibility. In the cantons of Zurich, Berne, and Basel, the demand for practical management training, adapted to current challenges such as digitalization, change management, and team leadership, is growing strongly.

Swissnova: Practice-Oriented Management Training

Our management training provides the essential skills to succeed in a dynamic environment. Discover our offers at unternehmen.swissnova.swiss.

 

2. Leadership: Designing and Implementing Visions

The need for transformational leadership is increasing, particularly in global companies based in Zurich, Berne, and Basel. Leaders must develop visions, inspire their teams, and actively guide change.

Swissnova: Your Partner for Leadership Excellence

Our leadership programs help executives expand their skills and manage their teams effectively. Discover our leadership training at unternehmen.swissnova.swiss.

 

3. Communication Skills: The Key to Success

Effective communication is the foundation of any high-performing organization. In multicultural and dynamic environments like Zurich, Berne, and Basel, the ability to communicate clearly, persuasively, and with empathy is essential. Interpersonal skills such as active listening, conflict management, and intercultural competence are essential for successful internal and external communication.

Swissnova: Clear and Effective Communication

Our communication training strengthens your ability to convey clear messages and build strong relationships. Learn more at unternehmen.swissnova.swiss.

 

4. Connected Learning and Lifelong Education

The cantons of Zurich, Berne, and Basel actively promote lifelong learning to prepare professionals for future challenges. Training opportunities in management, leadership, and communication are becoming increasingly digital, allowing flexible integration into professional daily life.

Swissnova: Your Partner for Lifelong Learning

Our customized programs offer the opportunity to continuously develop your skills. Visit us at unternehmen.swissnova.swiss.

 

Conclusion

The cantons of Zurich, Berne, and Basel are leaders in innovation and quality in continuing education. Whether you want to develop your management skills, strengthen your leadership abilities, or improve your communication capabilities, Swissnova offers customized solutions.

 

Ready to Take the Next Step?

Visit unternehmen.swissnova.swiss to learn more about our offers.