Health and Wellbeing is an important driver for people, tied directly to their performance. However, most organisations spend too much time on ad-hoc and time-intensive policies without being able to effectively measure the impact employee Health & Wellbeing has on their business.
Covid-19 and the shift to remote working have made this connection clear, and despite the fact 80 percent of organisations have highlighted wellbeing as the number one priority over the next 12–18 months, only 12 percent say they are ready to address the issue (2021 Global Human Capital Trends, Deloitte).
That’s mainly due to the difficulty of integrating Health and Wellbeing into the design of work itself, which makes it possible to address the root causes of disengagement, burnout and long-term sickness — instead of just the symptoms.
Tracking and supporting employee wellbeing in real-time
Taking a more preventative approach to Health and Wellbeing requires understanding the needs of your people in real time so that you can address potential problems early.
The same feedback can be used to improve your initiatives on an ongoing basis, empower your people leaders, and establish a clear connection between Health and Wellbeing, Engagement, and other key business metrics.
Linking Health and Wellbeing to engagement and productivity
Peakon’s dedicated Health and Wellbeing question set is built on top of our core Engage platform, which allows you to see all of your employee experience insights in one place. Uncover trends within different areas of the employee experience and measure how specific events and initiatives impact the wellbeing of your people — without burdening your employees with multiple time-consuming surveys.
Leveraging the world’s largest employee feedback dataset (see Peakon Heartbeat), our advanced machine learning is able to generate personalised benchmarks based on the unique demographic composition of your organisation, and recommend your people leaders the best actions to take.
Peakon’s Health and Wellbeing question set allows you to:
- Minimise the impact of current market conditions on business performance by addressing the root causes of burnout, disengagement and regrettable churn
- Eliminate unnecessary admin and time-consuming work while supporting the ongoing Health and Wellbeing of your people
- Empower your people leaders with contextual guidance, collaborative tools, and microlearning sessions to address the health and wellbeing priorities of their teams According to research from Deloitte, every $1 invested in workplace mental health returns $5 in reduced costs and improved productivity — which equates to a 500 percent ROI.
An in-depth methodology backed by organisational psychology
Our approach to Health and Wellbeing is structured around four key drivers that support employee wellbeing at work, including mental, physical and social wellbeing, as well as different aspects of organisational support, such as current initiatives and leadership. See more in The health and wellbeing question library and theory references.
Mental wellbeing
Do employees feel they have sufficient resources to manage their mental health and work related stress?
Physical wellbeing
Do employees feel that the organisation provides them with a safe and supportive work environment?
Social wellbeing
How connected do employees feel to other people in the organisation? Are they able to safely discuss challenging work and personal circumstances?
Organisational support
Do employees feel the organisation makes formal and informal efforts to support their wellbeing?
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