INFOGRAPHIC health promotion programme , followed by health screening programmes ( 24 %) and disease management programmes ( 19 %).
The study analysed data from the most recent Workplace Health in America Survey , collected by the Centres for Disease Control and Prevention .
One in four worksites offered some type of health promotion programme ( e . g ., physical activity , weight management , tobacco use ), followed by health screening programmes ( 24 %) and disease management programmes ( 19 %).
Evaluation of the programmes is critically important to their success , however , only 50 % of worksites collect data to evaluate success and half use data to decide which programmes to offer .
" Surprisingly , I found that many employers do not have a measurement strategy for the success of their workplace health programmes ," said Carole Bonner , IBI Researcher .
" When asked to demonstrate the value of the programme , many employers are at a loss . As I dug into the research , I realised the challenge
I FOUND THAT MANY EMPLOYERS DO NOT HAVE A MEASUREMENT STRATEGY FOR THE SUCCESS OF THEIR WORKPLACE HEALTH PROGRAMMES .
is rooted in a lack of measurable goals and objectives to establish criteria and standards to gauge performance . The path to evaluating a programme ' s performance can be achieved once measurable objectives are identified ."
Out of those who have WHPs , nearly all worksites collect data regarding participation ( 98.3 %) and employee programme feedback ( 89.7 %). Important productivity measures – absenteeism ( 38.7 %), presenteeism ( 35.3 %) and turnover ( 32.8 %) – were captured the least . There are benefits in terms of employee happiness , engagement , productivity , talent attraction and retention , industry recognition and general organisational culture . Including these measurements can serve to increase support from leadership on the value and benefit of WHPs .
In addition to the survey findings , IBI sought input from human resource and benefits experts at leading healthcare , financial services , logistics and industrial firms to help employers foster a culture that encourages healthy decisions and utilisation of supportive programmes and benefits . Recommendations include :
• Gain a competitive attraction / retention advantage through hyper-personalisation and whole-person health .
• Develop and enhance programmes according to the convergence of social , physical , mental , financial and familial health of the employee .
• Communicate strategically to inform and engage employees , train leadership and attract and retain talent .
• Evaluate where programmes are lacking or leading in workplace practices .
" For employers , the theme here is to really know your population and understand their needs in the present . Doing so requires a willingness to ask hard questions , listen to feedback and find solutions that fill those needs – this builds trust , which is at the core of a great workplace culture ," added Kelly McDevitt , President , IBI . x
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