One increasingly common way to reduce absenteeism, is by implementing health and well-being benefits. Employee perceptions of introducing these benefits, actually exceeds their cash value. Such organisations evoke a positive image surrounding their work culture, which enhances their reputation and helps attract the best candidates, whilst retaining valued employees.
Currently, 2/3 of the public sector and 1/3 of the private sector have an employee well-being initiative. In response to the perceived benefits, the CBI found that just under 3/4 of employers have prioritised the implementation of an employee well-being programme, for next year.
Many organisations have been known to deploy a range of health and well-being initiatives without considering whether they will be of value to their staff. According to Personnel Today, there are ways for an organisation to ensure the best approach for all individuals in the company is adopted. Carry out surveys, hold work focus groups, be approachable, consult staff and make sure everyone feels involved. The message needs to be used in a way which is welcoming and not patronising.
Consider the geographical, demographic and employment information of employees. Ensure programmes and initiatives are appealing to all staff, right across the board. Provide a range of choices, with the potential to customise a programme for the particular needs and requirements of any individual.
Once your chosen methods are identified, it is beneficial to obtain an understanding of each employee’s health profile, as well as their needs. Health screening and online health risk assessments are a great place to begin. A plan should be constructed, which will provide the best return on investment. The most beneficial solution has been seen to take a holistic approach, with flexibility, adequate communication, on-site events, training and continued encouragement to undertake health assessments.
Initiatives currently used cover a wide range of different areas and measures, from facilitating healthier lifestyles, as seen in the public sector, to providing medical insurance, common in the private sector.
Health plans are known to include optical and dental benefits, cover for a hospital stay, attendance bonuses, nutrition programmes, smoking cessation help, as well as the increasingly popular employee assistance programmes (EAPs). There are also preventative measures such as flexible working hours, and encouraging employees to exercise more, a powerful intervention in the treatment of stress, which can be implemented by subsidising gym membership.
Be creative about your solutions. Ideas don’t have to cost a fortune. Give staff a chance to get away from their desks – think work sports teams, team challenges or raising money for charity. These are simple, low cost interventions, which are quick and easy to implement. Through rewards, you will see happier and healthier staff, from whom you will receive a greater input. Your organisation will ultimately reap the rewards in reduced sickness absence and increased productivity.
In our next briefing, we will focus on absence and stress.