Seven Reasons Data Is So Important For Your Wellbeing Strategy To Be Successful

By Aaron Keegan, Fusion HR


At the launch of the Ibec KeepWell mark in September, Danny McCoy, CEO of Ibec highlighted that in a recent survey of 118 of its larger members, 97% recognised and understood that the wellbeing of the workforce was crucial to its performance. However, despite this only 22% had a formal wellbeing programme, 33% had informal processes while 45% had nothing at all!

If Management knows Wellbeing is so important why has it had such a small impact on the culture within organisations?

The reason is data. Management needs data to underpin decision-making. However, because health data is so personal it has been difficult for companies to access health informatics and have relied primarily on anecdotal evidence. This has led to ad-hoc initiatives with very little joined up thinking, culminating in a lack of senior management support.

However, the tools are now available for businesses to track, manage and improve their workforce wellbeing without compromising their privacy.

Download example of Health House Wellbeing ReportThe Health House Wellbeing Report gives the organisation an overall wellness score and average health age. This will enable them to track the impact of the wellbeing programme and to benchmark themselves against sister companies and other organisations.

The overall wellness score is broken down even further across the seven key health and lifestyle health risks that are most prevalent in our society.

Our recent blog identified the five different stages employees can be at in relation to their health and how understanding these stages will improve engagement. The Health House Wellbeing Report allows you identify what stage your employees are at and to ensure that your initiatives meets their needs to progress. This will deliver the greatest return for your budget.

Seven Benefits of Health Informatics for HR

  1. Workforce health data in an easy to digest format for presentation to senior management.
  2. Consistent data to track programme impact and trends;
  3. Ability to demonstrate return to Board, justifying sustainable budgets;
  4. Confidence that all initiatives will complement and integrate into an overall wellbeing strategy;
  5. Facility to identifying and focus on the most appropriate health stages in your workforce;
  6. Monitor your employees view on the health culture within your organisation;
  7. Capability to integrate health into your Board’s Corporate Social Responsibility programme.

Before you spend your budget, make sure you have the data to make informed decisions.

Wellbeing will be an investment to leverage, rather a cost to contain, and your budget approval process gets much easier.