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Anna Daniels A Practical Approach to your Health & Wellbeing Programme
This document outlines a 5-point action plan for implementing a successful health and wellbeing strategy for an organization. The plan includes: understanding the organization's current situation; making a clear business case for wellbeing initiatives; creating a practical implementation plan; adding variety to programs; and evaluating programs. The document also references a survey that found most organizations believe wellbeing impacts workforce positively but have difficulties measuring return on investment.
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Anna Daniels A Practical Approach to your Health & Wellbeing Programme
- 1. A practical approachto your Health and Wellbeing programme
- 2. HR Magazine 2014research results • Does your organisation have a comprehensive health and wellbeing strategy in place? • How important is the health and wellbeing of your workforce to the organisation and the senior leadership team? • What are the biggest barriers to implementing a successful health and wellbeing strategy? • What are the biggest concerns around employee health? • Do you think investing in wellbeing initiatives impacts positively on your workforce? • Have you worked out how to measure ROI when it comes to health and wellbeing initiatives?
- 3. 24 hours ina day…
- 4. 5 Point ActionPlan
- 5. 5 Point ActionPlan
- 6. 5 Point ActionPlan • Understand where you are starting from • Set out a clear business case
- 7. 5 Point ActionPlan • Understand where you are starting from • Set out a clear business case • Have a practical plan
- 8. 5 Point ActionPlan • Understand where you are starting from • Set out a clear business case • Have a practical plan • Add variety
- 9. 5 Point ActionPlan • Understand where you are starting from • Set out a clear business case • Have a practical plan • Add variety • Evaluate
Editor's Notes
- #2 Introduction: Me, company, Clients, Objective of this session: Over the next 20 minutes, is to help you create specific practical and achievable actions that will assist you in building a platform for your Health and Wellbeing Strategy within YOUR company Looking after the health and wellbeing of your employees is no longer seen as a morale crusade – it is now an economic need. Poor health ,resulting in absenteeism and high staff turnover is affecting our companies bottom line. Very often the remit of Health and Wellbeing is the responsibility of the HR Professional and managers and if this is you, you might be feeling unsure as to where to start, if however you are further down the line with your health and wellbeing offering then I hope to be able to help you focus on the next step and offer practical solutions and real life examples that apply to some of the issues that you may currently be experiencing. Lets look at some statistics
- #3 A report conducted by the HR magazine in 2014 to 400 companies from CEO’s of small businesses to HR Directors of multinationals and public sector bodies) Does your organisation have a comprehensive health and wellbeing strategy in place Only 17% said yes although 47% run initiatives. 25% were keen to introduce and 11% had no plans How important is the health and wellbeing of your workforce to the organisation and the senior leadership team 19% said vital, 51% important, 26% Nice to have and 4% Said unimportant What are the biggest barriers to implementing a successful health and wellbeing strategy 48% lack of money 43% lack of time, 29% staff not engaged 37% lack of innovation in supplier market 11% other 7% What are the biggest concerns around employee health 1. stress and mental health, lack of work/life balance, 2. unhealthy habits – lack of exercise, smoking, drinking) 3. Other long term health conditions cancer, diabetes) 4. Ageing workforce Do you think investing in wellbeing initiatives impacts positively on your workforce Have you worked out how to measure ROI when it comes to health and wellbeing initiatives 51% Yes staff are more engaged and productive, 11% said Yes absenteeism reduced. 29% not sure yes, 5% other and 4% said no
- #4 So you have seen the statistics created by 400 companies across public and private sector Now lets look at the health issues… Mental health, work / life balance, unhealthy habits such as smoking, drinking, lack of exercise, Long term health problems such as Cancer, Heart disease, diabetes and an aging workforce. What intervention can we put in place to help us? Show clip After clip As shown, individuals who are active and take exercise can make a positive impact on their health and wellbeing. 24 hours in a day, 8 hours to sleep, 8 hours at work – we have a duty to create an environment that encourages employees to be active. Standing meetings! Burns 50 calories extra an hour and reduces Muscular skeletal issues – we were not build to sit, we are built to be active!
- #5 In October last year, I was invited by Technogym, to participate in a discussion on corporate wellness, the results of which were published as a White Paper, written by Gillian Pillans, research director, Corporate Research Forum. The subject ‘How Should the corporate wellness industry move forward with programmes that benefit everyone’ . We discussed and challenged some of the barriers to considering and implementing ‘corporate wellness’ programmes and As a result, I have put together a 5 part action plan, which I would like to share with you today Ask yourself - Where are you starting from/ What are your drivers for change? Its also important to understand the culture and the concerns of the organisation (or sector) from boardroom to the shop floor – and to appreciate the particular drivers and messages that will work for the whole company. Think about communication – will presenting a programme as ‘performance enhancement’ rather than ‘wellness’ achieve a higher buy in and better outcome? Managers may be uncomfortable with a programme that addresses ‘stress management’ (because they can be seen to be the cause of stress) The same programme packaged as ‘Optimising performance’ may prove more acceptable. Create an audit of your companies health statistics – Health kiosk that develops a companies baseline profile – key indicators like BMI, Blood pressure, Heart rate and Body fat % as well as information on physical activity, nutrition, stress, alcohol consumption, tobacco smoking, sleep, work/life balance and the health of your heart. The audit should also assess what attitudes prevail across the whole company and what interests and motivates the organisation. Using technology also empowers employees to be responsible for their own health and wellbeing
- #7 Once you know the starting point then you can start to build a case for change in a way that will resonate with that organisation. Set out a clear business case, which draws on the extensive research, data collected from your health audit (Health kiosk) and ensure that it speaks the language and culture of the organisation Example: We were asked to implement a Health and Wellbeing Strategy for a major F1 team. First day meeting HR Director – Objective ‘for our two cars to win the championship’. Very simple, every penny that the organisation spent was to go towards making their cars the fastest. We therefore needed to start working on the employees who work within that organisation because like a cog in their finely tuned engine every person within the company need to work efficiently and effectively to ensure their end result. We assessed the needs of the employees and collected data then took over the management of their on site gym, increasing membership levels by over 25% during the three years of our contract. Worked with HR and Occ Health to create a wellbeing strategy that worked for the culture within their organisation. Stress is not a word they use, absenteeism is frowned on and presentism is a real issue that creates burn out and fatigue. In order to address these issues we needed to involve managers from all departments. Created specific fitness training programmes for the 34 members of the Pit crew. The results spoke for themselves and they did indeed reach the position that they were aiming for.
- #8 Have a practical Plan of action which sets out the steps needed. Recognise that for some organisations – and for many individuals – small steps are crucial in creating an experience of success, and the will to keep going Example – Quality programmes are extremely important and a good programme are sustained, accessible and long term. The programme should be designed by experts and communicated in a way that compliments the organisations culture. Focus on main issues Mental Health Muscular skeletal issues Long term health issues Unhealthy habits Aging workforce Remember its important to meet the needs of 5 – 25% who are sick which may take up the greater proportion of the spend but you also need to consider the needs of the 75 – 95% who are currently well to help maintain good health.
- #9 Variety works – Organisations are full of different people with different interests, needs and motivators – what works for some will not work for all; one size rarely fits all, so adapt and vary approaches depending on what’s needed. Use technology to enhance individual buy in – Well.me has been created by Wellpoint Health Kiosk to collect individual data, set goals, give health advice and show progress. Create onsite gyms and activity classes – Pilates, yoga, Self defence, Promote outdoor activities - walking programme, running clubs, boot camps, Competitions and challenges – Football, Netball, table tennis, darts - Targeting teams and department (great for Morale building) Bite size lunchtime workshops and courses – on specific topics such as weight management, smoking cessation etc Regular Wellbeing events Access to Health professionals / occupational health / Physiotherapists Example our Return to work programme – addresses Muscular skeletal issues offering an individual immediate access to a Occupational Health Doctor and then an individual pathway of care, via national based physiotherapist provider to speed up the process and reduce long term absence. Average cost of employer absence between £150 - £350 per day. Untreated costs to employer over 8 weeks £4000 conservatively. Same injury recognised early and treated 6 times @ cost of £190.00 leading to 4 weeks absence will cost £2000 + £190 = £2190 = Saving £1810
- #10 Evaluate Build in evaluation from the start and utilise a range of measures – qualities, such as days lost through ill health, and qualitative that include surveys, employee health and wellbeing profiling, stress and resilience profiling. Be specific to the demographics of the business location and its surrounding geography. These are vital to measure the programmes progress and impact against it’s original profile and objectives.