There's a very interesting article over at Personnel Today that I'd like to direct your attention to today. the post is from 2012 (but the topic is just as relevant in 2013...)
Entitled Using Data To Direct Employee Wellbeing Initiatives, the article centres on essentially what is the return on investment for companies who spend money on staff health and wellbeing. It makes perfect sense, really - if the oft quoted line about happy and healthy staff being true, then it's going to show up in various data from staff satisfaction studies to productivity rates and sickness absence levels. Of course, if there was a case they don't it's not necessarily the case that the line about happy and healthy staff being inaccurate - it could well be that the measures brought about and invested in to improve it were in some way ineffective.
In fact, the link - according to Personnel Today's report - has been proven in various studies, and the gains in productivity 'far outweigh' the investment. of course, for bigger businesses the challenge is how to implement and manage the measuring of all this data. the article goes into thorough detail about all this, taking in things like gathering, tracking and aggregating the data.
When you think about health and wellbeing and its relation to productivity, it all seems so simple and common sense. But the measuring of it might be that little bit more complex. However, as we move into an age of informatics, it could well be that more and more organisations will become very quickly convinced that health, wellbeing and employee engagement is the direction in which to travel to stay competitive. And if it also has an effect on the bottom line, the case becomes one that few will want to refuse.
In fact, the link - according to Personnel Today's report - has been proven in various studies, and the gains in productivity 'far outweigh' the investment. of course, for bigger businesses the challenge is how to implement and manage the measuring of all this data. the article goes into thorough detail about all this, taking in things like gathering, tracking and aggregating the data.
When you think about health and wellbeing and its relation to productivity, it all seems so simple and common sense. But the measuring of it might be that little bit more complex. However, as we move into an age of informatics, it could well be that more and more organisations will become very quickly convinced that health, wellbeing and employee engagement is the direction in which to travel to stay competitive. And if it also has an effect on the bottom line, the case becomes one that few will want to refuse.
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