“Look after your employees and your employees will look after your business”
This statement has been known to organisations for decades (or at least since workers rights became a little more prominent).
A good leader knows that in order to work towards success, you need to have support from inspired, knowledgeable professionals to encourage behaviours that drive the organisation’s vision.
However, many leaders forget that basic needs of their staff need to be met in order for these professionals to operate at maximum capacity – Your team need to be happy, motivated and healthy!
Failure to take action to support your staff could lead to dire consequences.
To give you a little insight on the potential cost of neglecting your staff, here’s some useful statistics:
These are just a few of the issues that poor-health can cause for your organisation.
In order to minimise the impact of ill health in your organisation, you should take steps to identify where there is room for improvement.
To help you do this, we’ve created a list of health and wellbeing assessment tools so that you can find your starting point and make effective plans for improvement in the future. Let’s begin!
Provide each member of staff with an assessment about their wellbeing and the company’s impact on this. You could ask questions such as “On an average day at work how stressed do you feel on a scale of 1-10 and why?”
You can then take action to improve whichever problem areas are highlighted.
Logging attendance stats and capturing data on the reasons why employees are off work can be useful for identifying members of staff with wellbeing problems.
Our HR Director, Jeanette Dean, who has extensive experience in managing personnel from a variety of different industries and backgrounds, had this to say:
“The benefits of workplace health and wellbeing programmes include demonstrating your company cares about employees and is keen to look after them in all aspects of their work-life balance”
There’s a couple of different ways that you can log and assess attendance, but by using statistics and assessing trends, you can set parameters for what you consider good and bad attendance and sickness rates, then take action to reduce these numbers.
At Salford ONECPD, we use The Bradford Factor to analyse this. Jeanette says that she chooses to analyse wellbeing statistically in this way because “it doesn’t leave room for favouritism and promotes fairness.”
The Bradford Factor gives all members of staff a score on absenteeism, which can give a clearer indication of why employees are failing to turn up to work. High scores result in HR triggers and low scores result in no action.
The Bradford Factor formula is as follows: Occasions x days x total number of days = score
To find out the Bradford Factor Score of your staff in your organisation click here.
If your organisation has a lot of staff then you might not have time to ask every individual for their opinion. If this is the case, pick a representative from each team or department so that they can act as a focus group, and discuss their views on staff wellbeing and company procedure in an open environment.
Opening the floor to suggestions in a repercussion-free environment may highlight some major issues that need to be dealt with. Moreover, you could also capture opinions on what you can do to improve.
When looking into starting a workplace health and wellbeing programme, we recommend that you always do your research so that you don’t dedicate time and resources to the wrong area of your organisation.
To help you get to grips with the latest workplace health and wellbeing trends, assessment tools and methods for improvement, we are running a specialised event.
Here you can hear from experts in staff wellbeing, get up to date with the latest procedures and use real life case studies to gain inspiration and define the best move for your health and wellbeing strategy.
We have already touched on some of the reasons why you should implement a workplace health and wellbeing programme, but if you need some more reasons why this is incredibly beneficial to your organisation, see below:
“Workplace health and wellbeing programmes such as exercise, healthy eating and stop smoking support can make a real difference. Successful programmes such as these have been found to return £2 to £10 for every £1 spent.” – Public Health England
If you’d like to know more about wellness programmes or develop your own strategy, come along to the Workplace Health and Wellbeing Conference.1 Comment