For over 6 years now, I have worked to improve the health of those working in the square mile of London. Over this time I began to notice patterns correlating between issues, habits, struggles and achievements. But these correlations were not just limited to health outcomes; in fact, they often materialised and manifested in work performance. Many people will have …
It is a fairly common statement that people are the lifeblood of companies. We spend time and money finding and hiring the best people, and then additional time and resources developing them.
Whether they are the CEO or Global Head of X; your Senior Executives will be experienced, highly trained and hopefully skilled in their role and paid accordingly. So, why would you settle for having them perform sub-optimally?
Technology is playing an increasing role in our day-to-day lives, with the ability to track and analyse data on our health becoming a mainstay.
From Fitbits to Apple watches, staff can track how many steps they are taking, how often they move, their heart rate and food intake. The key question is, from a company perspective, what data can we best utilise to improve staff health, wellbeing, engagement and productivity?
In this first part we will be taking a look at one of our favourite pieces of wellness kit… heart rate variability monitors!
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.
It’s fairly commonplace to have employee engagement surveys that are sent out once or twice a year, but how much are you actually doing with the data? Even if you are taking regular or real-time pulse surveys, it’s important to have a strategy in place for how you plan to implement in response to the data.
So, how can we use the data gathered to achieve insight and inform a strategic wellness programme that is designed to keep staff healthy, happy and engaged?
On more than one occasion last year while consulting with companies I heard the phrase “we want our wellness programme to be inclusive”. I fully understand the sentiment; all staff are important and we want them to feel that way. So, let me play devil’s advocate here and propose why I think this mentality is reducing wellness levels and costing companies a lot of money.
Most of us know that our lifestyle, fitness levels and mental well-being affect our work and performance; but this often fails to affect our habits and behaviours. Many of the executives we see and work with know what to do; they just don’t do it. Ironically it is often “work” which is cited as the reason why these key areas of their health get neglected, even though this neglect subsequently leads to reduced performance at work. Breaking the cycle is key!
Corporate wellness has reached a stage in the adoption curve at which the early majority is fully on-board and the late majority are at least aware of the necessity. Although it has become more commonplace for companies to develop programmes for staff wellbeing, a lot are still quite primitive and aren’t necessarily having the desired effect.
So, what is going wrong with corporate wellness programmes and what are the pitfalls to avoid when developing your own?
Reports this year by Vitality and RAND Europe have shown a rise in the average level of presenteeism in the UK from 27 days to 30.4 days per employee per year. That’s an entire month of productivity lost. Not a working month; an actual calendar month! So what exactly is presenteeism and how can we stop it killing productivity?
Most forward thinking managers and HR teams know that corporate wellness can be effective. But many companies are creating programmes and have no idea whether they are effective. Unless you are just doing it to be altruistic (nothing wrong with that), it’s a good idea to know the follwing things:
Why are you creating a Corporate Wellness Programme?
What strategies will be most effective?
How do you quantify success?
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