4 ways to measure if employee wellbeing support is working
Post-Covid-19, employers recognise that it’s vital to put health and wellbeing initiatives in place to win the war for talent — as well as to create a happier, healthier and more productive workforce.
The latest research from group risk sector industry body GRiD (undertaken by Opinium in January 2023 among 503 HR decision makers), reveals that 45% of employers do not measure the effect of supporting the health and wellbeing of their staff. But of those employers who do, 98% agree that it’s had a significant positive impact.
An estimated 186 million working days were lost to sickness absence in 2022. Monitoring key measurable data on absences and return to work rates can help prove the return on investment and help employers align their benefits to wellbeing strategies, services and resources that employees actually need.
If you aren’t actively measuring the wellbeing of your workforce, it’s likely you’re not managing it effectively. Get started with the four top tips below:
Don't be afraid to ask
The easiest way to get to the truth is to ask staff directly. Most employers already send out regular employee engagement surveys, so incorporating additional wellbeing questions into the poll is a quick and budget-efficient way to collect meaningful data. Consider questions that encompass the four key areas of wellbeing and cover remote and hybrid teams.
Remember that employees may feel more comfortable responding anonymously — and you’re likely to get the most honest feedback.
Anytime self-assessments
Another way to regularly measure and engage employees is to monitor wellbeing in the moment.
Unum’s health and wellbeing app Help@hand offers employees four short assessments on key wellbeing topics (mental, physical, social and financial). Employees can retake assessments to track progress, allowing employers to gain valuable anonymous insights into positive change.
These insights, as well as other similar in-the-moment checks on wellbeing, not only offer employers insights that they can act on quickly but also gives employees tools that help them monitor their own wellbeing.
Analyse sickness absence data
According to Aon’s Benefits and Trends Survey 2022, only 62% of employers use absence data to inform and drive their health and wellbeing strategies.
Recording and analysing sickness absence information is vital for reporting on employee wellbeing. Even micro-SMEs can use basic spreadsheets to record absence, so long as the data includes:
- Reason for absence
- Date of notification of absence
- Any contact with the employee
- Whether the employee has visited the GP
- The date the employee returned to work.
This will help illustrate patterns or trends, such as departmental or gender differences, and both inform on employee wellbeing as well as help shape and adjust employers’ benefits offerings to align with what employees really need.
Use provider data
Gathering data on the use and uptake of wellbeing benefits can used to shape future workplace reward strategies, ensuring they are tailored to the exact needs and wants of your workforce.
Anonymised data collated from platforms such as health and wellbeing apps and employee assistance programmes can offer HR teams in-depth analysis, showing which benefits are popular among various demographics within the organisation, and how employees are using them. This can help shape a wider view of the overall wellbeing of your workforce as well as show where more attention is required.
The new challenges presented to employers in managing employee health and wellbeing in a more hybrid working environment, set against the long-term impact of the pandemic on health, makes robust, effective data on workforce wellbeing all the more important.
By tracking workplace wellbeing, employers can dynamically adapt their wellbeing strategy, services and resources in the best interests of their staff, stakeholders and business as a whole.
