Category: Stay healthy

Energy carriers increased by approx. 40%, food prices by over 17%, generally, the prices of consumer goods and services in August 2022 increased year-on-year by 16.1%, and compared to the previous month, prices increased by 0.8% – reported the Statistics Poland (GUS). Inflation results correlate with the PMR report, which shows that the increase in prices in the private healthcare sector in 2022, compared to 2021, will amount to approx. 14%.

According to the report, the increase in prices in the coming years will oscillate around 7% YoY every year and will last until 2027. According to the PMR report “Rynek prywatnej opieki zdrowotnej w Polsce 2022. Analiza rynku i prognozy rozwoju na lata 2022-2027”, the increase in prices is one of the main challenges for the private healthcare market in Poland.

The survey authors call this growth “strong”, which – according to PMR – on the one hand, will affect the nominal increase in the value of this market but it will also reduce its real dynamics. This will influence the decisions of Poles who may decide to limit some private appointments for which they pay out of their own pockets. “On the other hand, it may result in more interest in medical subscriptions and private health insurance”, adds Justyna Zagórska, senior analyst of the pharmaceutical and healthcare market at PMR and the author of the above-mentioned report.

PMR reported also that, according to its survey, patients using private medical services paid for on-site have already felt an increase in market prices. Dental care and rehabilitation are the areas where the average amounts spent by Poles per visit in 2021 increased the most. The PMR price change index for dental services was over 62% and for rehabilitation services – 59%. The internist appointments turned out to be the most resistant to price increases, although in this case, the index was also high and amounted to 44%.

“PMR forecasts indicate that the salaries of medical staff will grow significantly faster than the total salaries in Poland. This will result in higher prices of services”, the report reads.

This is another year in which both medical facilities and patients have to deal with problems. Due to the outbreak of the pandemic and the introduction of restrictions, the private healthcare market fell by 6.3% (EUR 12.4 billion). During the pandemic, the segment of appointments paid for on-site was affected the most by regression. It was associated with the fear of coming personally to a medical facility and resignation from starting diagnostics or treatment. The services affected the most since 2020 include dental services, diagnostic imaging and rehabilitation.

Health investments

Can we find a way to cope with galloping inflation? Yes – by choosing reasonable, thoughtful and safe medical insurance which guarantees free access not just to one but to all medical facilities and, additionally, which is resistant to significant price increases. MediSky International has increased the prices of its services by less than 3% in the last two years. It is a phenomenon not only in Poland but also in Europe. The main factor of such an approach is that the insurance policy gives a sense of security to everyone who purchased it. MediSky guarantees access to all medical facilities and the best specialists around the world. Without queues and unnecessary formalities. It is possible to make appointments to doctors of all specialisations who are licensed to practice and issue a bill or invoice for their services. The policy includes also physiotherapists, dentists (selected packages), psychologists and psychiatrists. Fortunately for MediSky clients, solutions, standards and high quality of the offered services will remain at the highest level and health, as the greatest value, will be a priority not subject to inflation.

We are one of the busiest nations in Europe: according to the data of the Organisation for Economic Co-operation and Development (OECD), only Greeks work more than Poles. It is estimated that even 65% of Poles can experience burnout symptoms.

Burnout is a significant problem not only for those employees who have been present in the labour market for many years. More and more often, also young employees who, as it might wrongly seem, work too short to be able to talk about burnout, also struggle with this problem. According to a study by ARC Rynek i Opinia in cooperation with Randstad Polska, commissioned by Gumtree.pl, already last year, employees indicated the following top three possible causes of emotional exhaustion and lower assessment of one’s own abilities: high responsibility with low remuneration (54%), the need for professional development with low promotion opportunities (43%) and large amount of work with small amount of time (41%). In the latter case, the percentage decreases with tenure (67% when working for less than a year vs 42% when working for over 8 years). As some respondents (28%) declare, they definitely lack new challenges in their current workplace and their tasks became tedious and repetitive.

Definition of burnout

The concept of burnout was introduced in the 1970s by Herbert Freudenberger – an American psychiatrist, born in Germany. According to his observations, in a relatively small group of people (involved in volunteering activities), there was a certain “regularity” concerning general well-being.

Freudenberger noticed that people who were strongly involved in charitable activities experienced
a significant decrease in motivation and primary enthusiasm after some time, which was crowned with the presence of psychosomatic symptoms. Burnout is a psychological condition that constitutes the body’s response to chronic work-related stress. According to Christina Maslach, one of the most famous researchers in this field, it has three dimensions:

emotional – exhaustion (discouragement to work, decreased activity, pessimism, constant tension and irritability, chronic fatigue);

interpersonal – depersonalisation and cynicism (distance and superficiality in contacts, less sensitivity towards others);

cognitive – decreased sense of personal accomplishments (dissatisfaction with the results of work, lower sense of effectiveness of actions, loss of self-confidence, sense of wasting time).

Burnout has negative consequences not only for the affected person, but also for the organisation, as it can lead to a decrease in employee productivity, frequent absence and even resignation from work.

Burnout syndrome – symptoms

How can we recognise burnout? Like any disorder, it has a set of symptoms that gradually begin to show up. They include the following:

• feeling constantly tired of work – tasks that used to be simple and well-known become tiring and unpleasant. Postponing tasks results in an increasing level of stress related to the fear of failing to fulfil obligations on time and in good quality. We bring tiredness home with us, which makes us unable to relax and rest before the next day.
• alienation from the company’s life – if we used to be very active and involved, used to submit our ideas and proposals and for some time, the involvement in the company’s affairs has not been satisfactory for us, it can be a signal of an emerging problem with burnout,
• fear of going to work – very often people struggling with burnout feel stressed just thinking about going back to work. This stress manifests itself in various ways, often with somatic symptoms such as nausea and vomiting.
• lack of interest in the industry – if our work used to be our passion and now, we are not happy at all, it could mean that we are at risk of burnout. The issue of losing interest in the industry in which we work does not necessarily have to be directly related to it – it may be the result of a poor atmosphere in the team or a lack of recognition by the management,
• nervously browsing job advertisements and not applying for offers – often people who are burned out think about changing their job, browse advertisements, visualising themselves in
  a new position in another company. At the same time, they do not apply for offers, being afraid of changes and risks that would require additional activity from them, for which they do not have the strength now. As a result, they remain in their current position – burned out.

What can we do?

In the early, mild phases, specialists recommend holidays. The best way to overcome burnout is to change the workplace which, however, is already quite a radical solution. In the case of complete burnout, accompanied by depression and suicidal thoughts, consultation with a psychologist or psychiatrist is necessary. Burnout syndrome is difficult to overcome so it is better to prevent it, which is not as difficult as it might seem.

The ways to do so are well-known now and are also promoted by many employers. It is work-life balance and constant professional development. Specialists recommend trying to do the work that we actually like as well as taking care of a healthy lifestyle: sleep, nutrition, sports. It is equally important to have a life outside of work: taking holidays, pursuing passions, spending time with loved ones, constant learning.

Activities on the part of the employer are also important and it is worth learning about them already at the stage of recruitment to a given organisation. Does the company conduct employee satisfaction surveys to find out who and when might be at risk of burnout? Are there programmes and mechanisms in place aimed at preventing work overload and monotony – e.g. project work in various teams? Are employees positively motivated? Does the employer support the work-life balance of its employees? Is the work space and work organisation favourable? These questions must be answered by both the employee and the employer.

Every third employee in Poland would like to use to a greater extent the health-supporting benefits offered by employers. After two years of the pandemic, health is becoming the supreme value for Poles – according to the report “Barometr polskiego rynku pracy” prepared by Personnel Service. Employees expect greater commitment from employers in support of their well-being.

The benefit market in Poland is systematically growing, adapting to the changing lifestyle of Poles. Although remuneration is the main aspect influencing the choice of a workplace, the non-wage benefits offered by employers to help attract employees are also very important – based on this factor, employees can decide to change their job or stay with the current employer. Organisational culture in many companies absorbs western patterns or creates unique, local schemes and forms of non-financial benefits.

Money does not bring happiness

Patterns are changing and so are the expectations of employees in relation to benefits. According to the report “Czy pieniądze szczęścia nie dają” prepared by Pracuj.pl, almost 75% of Polish employees receive at least one non-wage benefit at work.

The most popular benefits include:

• private medical care
• sports card
• training allowance
• holiday allowance (self-arranged countryside holidays)
• allowance for language courses
• examples of employee benefits[K1] 

Polish employers are investing more and more in non-wage benefits: in 2018, they spent PLN 12 billion on employee benefits. According to forecasts, the benefit market will grow in strength in the coming years, with an emphasis on benefits related to the health of employees.

All of this suggests that employee benefits have already become a standard in Poland. Therefore, employers who want to acquire and retain valuable candidates should not wonder whether it is worth introducing such a system in the company but what benefits to focus on.

The most valued benefit is the medical package, however, the basic one is no longer enough. Employees signal increasing needs related to their deteriorating physical and mental condition and the desire to receive comprehensive support from employers in this regard. This is confirmed by another study, by Hays Poland, which shows that regardless of the position and age group, we want to have access to an extended medical package. Almost 15% of the respondents specify that these are services they will choose themselves, e.g. dental services, dietary or psychological consultations.

The pandemic has changed the way people think about benefits

Let’s go back to the study by Personnel Service. It shows that almost half, namely 45% of employees admit that they have been more stressed at work since the beginning of the pandemic. It turns out, however, that companies do not compensate employees for this increased stress by offering additional non-wage benefits. Research shows that 69% of employees in Poland declare that they receive at least one benefit in addition to their salary. However, it is not quantity but quality that matters for employees – health is their priority. Already 35% of people admit that they would like to have an extensive medical care package. The vision of a shorter working week is also attractive to Poles.
29% of people are in favour of a 4-day working week as an attractive option. And what once seemed impossible to be implemented is now starting to become a reality. Nordic Consulting and Development Company, a Polish-Danish software developer and IT service provider for insurance companies, has introduced a 4-day working week model.

Apart from health support and a 4-day working week, 28% of employees would be satisfied with additional days off per year and 23% of them find it optimal to shorten the working day by one hour. Remote work is not a common phenomenon in our country. Around 20% of employees work from home at least one day a week. However, their expectations for remote work are higher. 15% of people admit that they would like to work from home 2-3 days a week and 13% expect online training. Every tenth person would be glad to receive allowance for remote forms of entertainment, such as Netflix, and tax advisory services regarding the new tax law Polski Ład.

Do not save on employees

Why are benefits important? As experts argue, benefits motivate employees and thus make it harder for them to leave the company. Each additional action of the employer which makes employees know that the company cares for them is right and, what’s more – profitable. Often a good benefit is not the one that will cost the employer a lot but the one best suited to the needs of its employees. So what if you can invest in sports cards if most of your employees do not like this type of activity or simply do not have time for it. The most important thing for employers is to consider:

• who your employees are, what they like to do in their spare time and what their life priorities are
• the prevailing age groups among your employees and prevailing tenure in the company
• the specificity of work in your company: industry/pace of work/stress level of employees/if it is a shift work

what pain/problem of employees you are targeting by offering them a given benefit

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Poles will spend PLN 19 billion more on private treatment in 2024 compared to 2021. In addition, the prices of private medical appointments this year are as much as 12% higher than last year. We are going to face a time of price increases and nothing indicates a change in this trend – informs the Polish Insurance Association.

Let’s start with some statistics illustrating the health insurance market in Poland. They show that Poles are increasingly interested in private health insurance. According to the Polish Insurance Association, about 3.7 million people have already decided to buy health insurance policies. At the end of Q3 2021, Poles spent over PLN 760 million on private health insurance. It is nearly 15% more than a year earlier. Poles are most interested in packages that include access to basic healthcare and several specialist doctors. The number of group policies is also growing.

“Covid has strongly influenced the awareness of Poles regarding prophylaxis and taking care of their own health. There is a greater interest in health insurance, especially in such that provides comprehensive care for the customer through i.a. free access to outpatient and hospital care”, says Kamila Patej-Sieklucka, Sales Manager at MediSky International.

Polish public healthcare is not one of the best in Europe. According to the “Polish Risk Map” report prepared by the Polish Chamber of Insurance, for 71% of Poles, one of the greatest concerns is the lack of access to medical care and specialist doctors. And the queues are not getting any shorter. The Watch Healthcare Foundation’s report “Kobieta w kolejce”, which analyses the waiting time for women’s benefits in public healthcare, shows that women have to wait on average 3.3 months to see e.g. an endocrinologist, neurologist or urogynaecologist. The waiting time for an angiologist’s consultation is over half a year, similar to a plastic surgeon in the case of e.g. breast reconstruction after mastectomy. All of this makes Poles massively look for solutions in the form of private services which, however, are becoming more and more expensive every year. Cheap medical subscriptions, most often offered as
a benefit at work, do not compensate for full care but are limited to basic services. However, according to the data of the Statistics Poland (GUS), their prices are growing dynamically. When analysing the prices of private medical services in 2021, GUS showed that they were increasing every month. For services provided by medical facilities located in smaller and large cities, the prices were as follows: January (PLN 134.66), February and March (PLN 135.55), April and May (PLN 136.19 and PLN 136.44), June and July (PLN 137.59 and PLN 137.66), August and September (over PLN 138), October and November (PLN 140).

However, this is not the end of increases, as indicated by the data from the beginning of 2022:

paediatrician – the average price is PLN 180,

dermatologist – PLN 200,

cardiologist – PLN 300.

In March this year, the prices of medical services were higher by 12.5% than a year ago, dental prices increased by 13.3% and hospital and sanatorium prices – by 11.3%. Last year’s data from PMR Private Healthcare estimated private medical expenses at almost PLN 61 billion and, according to forecasts, they are to increase to PLN 79 billion in 2024.

As pointed out by medical facilities, limited human resources are the most important reason for the increases. According to OECD, there are 2.3 doctors per 1,000 inhabitants in Poland. This is the worst result in the entire European Union. Forecasts indicate that in the next few years, the number of paediatricians, gynaecologist and dermatologist in Poland will decrease.

Can we find a way to cope with galloping inflation? Yes – by choosing reasonable, thoughtful and safe medical insurance which guarantees free access not just to one but to all medical facilities and, additionally, which is resistant to significant price increases. MediSky International has increased the prices of its services by less than 3% in the last two years. It is a phenomenon not only in Poland but also in Europe. The main factor of such an approach is that the insurance policy gives a sense of security to everyone who purchased it. MediSky guarantees access to all medical facilities and the best specialists around the world. Without queues and unnecessary formalities. It is possible to make appointments to doctors of all specialisations who are licensed to practice and issue a bill or invoice for their services. The policy includes also physiotherapists, dentists (selected packages), psychologists and psychiatrists.

My proposition: Fortunately for MediSky clients, solutions, standards and high quality of the offered services will remain at the highest level and health, as the greatest value, will be a priority not subject to inflation.

Employee development through training in companies has been affected significantly by the unforeseen pandemic. Life abhors a vacuum, which is why e-learning platforms are booming. They have become not only a place for learning or increasing qualifications, but also a platform for contacting business partners and clients.

Firstly, we have to answer the question: What is e-learning? In short, it can be described as a network transfer of skills and knowledge to many recipients simultaneously.

What are the advantages of e-learning?

Operation on any device with Internet access

Global reach – conducting and participating in training from anywhere in the world

Higher teaching efficiency thanks to modern tools such as: presentations, animations, chat, screen sharing, whiteboard, gamification, VR and AR, tik-tok learning

Savings on logistics, training rooms etc.

Tests consolidating the acquired knowledge

Standardisation of knowledge and repeatability of e-learning courses for the entire organisation – school or company

Companies see the potential not only for their employees, but also for business clients. A wide range of services ensures high flexibility which, in turn, makes it possible to successfully use e-learning in every industry. It is also a great alternative to conferences and trade fair. Traditional meetings, in which we took part with great pleasure until recently, can be transferred to online reality without prejudice to the knowledge shared during them.

Another interesting solution is to provide contractors with access to a platform for learning and exchanging materials. This is a business model that clients use already. When does it work? For instance, when a company has an extensive sales network and wants the points distributing its products to gain access to detailed knowledge about each of them. Another possibility is to promote company’s products in a certain way by sellers or intermediaries.

A similar solution is used by the MediHelp Academy, which serves as the collection of information about the company, its products and their functional rules as well as the benefits of having private health insurance. It is a very good tool, e.g. for brokers who will find tips on sales techniques adjusted to health insurance, which may result in acquiring new clients. The courses offered by the MediHelp Academy include useful documents and videos to help users better understand the world of international private health insurance. Interestingly, the entire training process ends with an exam. Everyone who completes the course and passes the exam will receive an appropriate certificate.
A potential client will learn step by step how to fill in the form, use the policy and the Health Card.