How to leverage upon the health of its employees to improve performance ?

The #mental health of teams in the workplace is not a luxury. Especially with the current health context. Investing in this approach has multiple benefits for employees and for the company. Discover this win / win relationship in the article here 👇

At first glance and without really giving it much thought, one might say that investing money to prevent the illnesses of its employees (chronic diseases, musculoskeletal disorders, stress) is an additional burden for companies.

Already under great pressure, especially in this period of health crisis, these expenses could be considered as significant additional costs.

And yet, studies show that such an expense generates a return on investment of around 20 to 40%!

Other studies have shown that companies with a real approach to preserving the mental and physical health of their employees obtain a “business” impact much higher than this score.

The costs for care and medicine are being reduced.  Thus, insurance policies would not need to be optimized.

Concretely, this translates into healthy, fulfilled teams. Teams that are more efficient, more loyal and that ultimately convey a positive image of their company in front of the customer or in their immediate entourage.

Helping to strengthen the well-being of its employees denotes a proactive and benevolent state of mind within the company and its management team.

It is the idea that well-regarded, motivated teams know how to generate a level of performance much higher than that generated by teams who do not feel supported by their organization.

The positive impacts are numerous and often much greater than the investments made:

  • Customer satisfaction is optimized. An employee that "feels good" pays more attention to the customer.                   
  • Team productivity is improved thanks to reduced absenteeism,                 
  • The capacity to recruit the best employees and to keep them over time is increased.                 

Transforming the implementation of a health policy into a performance factor nevertheless requires a constructed, coherent and managed approach.

The idea is to avoid multiplying small actions. All these many “small expenses” which lead nowhere, except towards a discrediting of the company and the impression that what is done is expensive and useless. In short, the bitter feeling that through this umpteenth program, management is yet again making a mountain out of a molehill... 

So, what solutions would it be relevant to implement?

Here are some ideas:

Formalize and communicate on a “health” strategy by company management to employees.

Objective: to inform them of the identified priorities, of the actions carried out, of the framework of the policy put in place, to reassure them, to raise their awareness and to motivate them to take care of themselves… with the company to help them.

This commitment must be real and credible and must be carried by the entire management team.

Having healthy employees must be one of the key objectives of the company and be communicated and experienced as such.

Offer reports, tools and quality support that are easy to access by employees.

Objective: to make them want to take charge of their health, the possibility of defining their own action plan and seeing the impacts;

Measure the progress made. Starting by making an inventory within the company is essential.

How? Simply by offering tailored individual health checks or employee surveys at the start of the program.

Objective: to make employees active in their own health, and to anonymously measure some key indicators (% diabetics, average weight, absenteeism rate, % of people with blood pressure problems, average level of well-being, etc.).

These indicators will have to be defined upstream within the company according to the sectors and challenges. 

Data recovery campaigns will be carried out regularly to measure the progress made over time on these indicators. 

Each new employee must also be able to benefit from a report on his arrival and thus enrich the database.

Define action plans for prevention, communication, training, individualized monitoring, reorganization of certain positions, etc.

Objective: act on the indicators identified as the most relevant.

These actions could be actions….

These action plans must be concrete, associated with implementation dates, financed, and steered by project managers well-known within the company and highly involved;

Communicate regularly on the set objectives, the actions carried out and the results obtained.

Objective: to ensure that the initiative is enlivened, that it is dynamic and that it brings concrete results.

So, how to promote the positive impact of a company health policy?

1) Health in business is a mind-set, not just a posture of " Health Washing ";      

2) Confidence must be given by communicating about the confidentiality of data. Tools to keep all the data collected confidential. These can be used anonymously for statistical and monitoring purposes;      

3) The project must be brought to life internally: make a long- term commitment, provide monitoring and animation of the program with communication, testimonials, trends, examples of achievement;      

4) It is important to regularly measure the progress made and to adjust the action plans if necessary;      

5) The empowerment of individuals is key, by giving them the desire, the means and the appropriate quality tools to act.