If you have introduced a workplace health and wellbeing strategy, how do you make sure from the outset that it’s paying dividends for your business? Fiona Lowe advises.
While employees struggle to see their GP or face lengthy waits for consultations and treatment, employers are increasingly recognising that investing in health and wellbeing is good for business.
Nearly 90% of employers believe that the health and wellbeing of their workforce is strategically important to their organisation, according to The Employer View survey of 230 UK decision-makers.
But if you’ve introduced a workplace health and wellbeing strategy to tackle your company’s common health issues, how do you know if it has had the desired effect?
The answer is to measure success by putting in place solid metrics.
Where to start with a workplace health and wellbeing strategy
There are many ways to evaluate the return on your health and wellbeing investment reliably, but it can be hard to know where to start.
Think about what you set out to achieve when you began to develop your strategy. What business objectives did you present to your organisation’s key decision-makers?
Did you want to be more proactive about promoting workplace health and wellbeing, or were you aiming to reduce absenteeism and related costs? In other words, were your goals financial, that is reducing absence and increasing productivity, or HR related, such as better staff engagement and motivation? What did your staff want to get out of the health and wellbeing provision? Perhaps they wanted to feel cared for and valued?
For the majority of employers, all these will be valid reasons for introducing a health and wellbeing strategy because they all have an impact on the business bottom line.
Return on investment and business impact
The return on investment on your health and wellbeing benefits will depend on your original objectives.
If reducing sickness absence was your m