As our name suggests, at Tailored Fit we don’t believe in one-size-fits-all wellness programmes. Every company is different, so what works for one company may not work for another (however there are often common themes that will be seen from one company to the next!).
So here we will look at some anonymised data gathered at one company, along with the wellness programme designed to improve these metrics.
High levels of sickness absence
One company analysed had a greater than average rate of sickness absences, with an average of 6.2 days off sick per member of staff per year. With over 80 staff members this put their losses in wasted salary alone at over £66,000. This before we take into account opportunity costs of lost productivity, which in this case we estimated to be around £200,000.
Delving deeper into the HR reports, we saw that a high percentage of issues stemmed from work-related stress followed by musculoskeletal problems. This highlighted the two key areas that could be tackled through workplace wellness interventions.
Poor Employee Engagement
Another area that was highlighted was a poor level of employee engagement, picked up through pulse surveys. Only 36% off staff were categorised as fully engaged, with half partly engaged and 16% actively disengaged. This gave them what we call a Net Engagement Score of 20%.
From staff feedback, the issues stemmed from a lack of alignment with company goals and a lack of clear and positive communication from management. This would likely also feed into stress-related sickness absences and poor retention.
High rate of voluntary staff turnover
Digging deeper into data from exit interviews shows that a large proportion of staff were moving to other companies at the same level of seniority. This could either suggest they were offered better pay and benefits or were simply unhappy with other factors at their current role.
One of the key metrics we look out for is a high rate of voluntary staff turnover. This is often an indicator of an unsatisfied workforce. In this case we were looking at a 15% rate of annual staff churn compared to an industry average of 12.1%.
The various data points above highlight some trends that are clearly causing issues in regard to staff health and morale. Coupled with the poor engagement score and high levels of absences it paints a picture of a company in which staff are under high-levels of stress, either caused or exacerbated by poor communication from management.
Our goal a Tailored Fit is to create a wellness programme based around this data to specifically tackle the issues being faced. It is important to be able to measure the efficacy of each intervention and so we focused on a smaller number of targeted measures that would be monitored monthly to see if they were having the desired effect.
The three metrics of poor engagement, high levels of sickness absence and a high rate of voluntary staff turnover all appeared to be affected by the physical wellbeing of staff as well as workplace stress linked to poor communication and culture. We decided to design a programme to tackle the musculoskeletal issues causing the increase in absences and the poor communication causing problems across all three metrics.
Tackling musculoskeletal issues
In this case the company was fortunate enough to have a multi-use space, large enough to be able to host on-site classes. We recommended hosting a specific movement and postural restoration class, twice per week at lunchtime. This was deemed the ideal time as it would enable staff to undo any issues caused by a long morning of sitting and reduce problems later in the day. It also would have benefits to mental wellbeing as staff would have 45 minutes in which they were not solely focused on work.
Tackling stress and mental wellbeing
Communication is a two-way street, so we recommended specific training for both managers and staff. Management were given 1-on-1 and small group executive coaching with the aim to improve their management style, enable them to better communicate with their teams and convey the company mission, vision and values. Workshops were recommended for staff to empower them to communicate with their line managers, raise concerns, and give their input into projects. The aim being to give staff a voice so that they feel involved in important decisions, but also to give managers a better idea of what is happening on the ground floor.
So, this is our process from analytics through to design. Will this programme work perfectly for your company? Probably not, which is why it is important to create a programme bespoke to your needs. Whenever we create a programme we aren’t even expecting perfection, which is why we recommend constant analysis and iteration. The key to success is analysing the situation, designing a solution, monitoring outcomes and adapting it further. Think of how a tailor makes a suit; measurements are taken, the pattern is created, then measurements are retaken and small adjustments are made until it is a perfect fit – just like our coaching!
If you are thinking about implementing a successful corporate wellness programme that fits perfectly into your organisation, get in touch by email at firstname.lastname@example.org.