IN CORPORATE organisations, health is wealth indeed. Unfortunately, few of them realise it. A cliché it might be, but it still carries great import especially in the workplace milieu. Think about it this way. Sick employees can only do two things - blow their runny noses in soiled handkerchiefs and pass on that seasonal flu to their colleagues. Productivity predictably goes for a toss as health claims and absentee leave forms multiply in number.
According to recent surveys, the average worker takes nine working days off sick a year. Stress-related conditions are the most commonly reported causes of ill-health and absenteeism.
Half of the working population reports regular sleepless nights worrying about problems at work and many believe that they are suffering from an illness that has been caused or made worse by work. Moreover, unhealthy workers are 20% less productive than their healthy colleagues and twice as prone to sickness.
Employers must care
Employers would do well to take these studies seriously. Investing in employee health is the need of the hour and developing a comprehensive healthcare strategy is critical to organisational success. The costs may appear steep, but the company stands to gain in the long haul. Not only will it benefit from a productive, efficient, motivated, creative and enthusiastic workforce, but it will also project a caring attitude - something most companies would do just about anything to have. With very good reason. Employees have a better chance of staying on and giving their best at work if they feel their employers care about them. Result? Goodwill, productivity, low attrition rates... need one say more. On their part, employees have also become smarter when it comes to knowing their rights.
They expect proper health facilities as part of the benefits package. As Chris Jessop, CEO of a U.S. workplace health-service provider says, `Fitness facilities are something that modern employees expect from an employer.
They also project an image of a balanced and caring employer, which many people view as important.' Employees may even sue the employer for unreasonable work stress affecting their health.
Embrace employee well-being
Companies should adopt a holistic form of workplace health management that does not wait for the employee to fall sick, but prevents illness in the first place by keeping them healthy. As it is commonly said, `While prevention has its expense, it is nothing compared to the cost of treating a full-fledged problem.'
Companies should streamline their health plan and have a proactive wellness initiative comprising:
Physical fitness
1. Promote physical activities through a leisure and fitness centre comprising on-site gym facilities, an in-house sports team, tennis courts, etc. Also, arrange yoga classes, meditation and massage therapists to help recharge their batteries.
2. Arrange regular health screening with facility of an in-house general physician.
3. Provide health education to inculcate healthy behaviour at work and outside.
4. A nutrition and diet programme offering tailored food advice from a qualified nutritionist. Accordingly, set up cafeterias that provide nutritious food instead of merely throwing up junk snacks and drinks.
5. Endorse lifestyle change assistance programmes to start exercise, quit smoking, lose weight, refrain from alcohol, etc. and encourage employees to participate in them.
Psychological well-being
1. A counselling service where employees can share and overcome work-related as well as personal problems will work wonders in offices where employees work long hours and have little time outside of work.
2. Uphold a relaxed, open and supportive environment that helps keep pressures at bay. Also, design the job structure so that it endows sufficient authority and responsibility that reduces the possibility of stress and despair.
3. Organise ongoing resilience coaching like workshops and seminars for stress management to help employees cope with inherent work pressures.
4. Promote healthy work-life balance through flexible timings, accommodating schedules and variable benefits. Also, perks like crèche facilities and legal assistance service will give dramatic returns.
5. Last but not the least, organise employee health benefit plans and be willing to shoulder at least a part of their health insurance.
Remember these are but guidelines. Employers should ideally assess the health risks pertaining to their workforce and then personalise a strategy to combat the targeted problems. It is no longer a luxury. Proper healthcare is a necessity. After all if you look after your people, they will look after you!
According to recent surveys, the average worker takes nine working days off sick a year. Stress-related conditions are the most commonly reported causes of ill-health and absenteeism.
Half of the working population reports regular sleepless nights worrying about problems at work and many believe that they are suffering from an illness that has been caused or made worse by work. Moreover, unhealthy workers are 20% less productive than their healthy colleagues and twice as prone to sickness.
Employers must care
Employers would do well to take these studies seriously. Investing in employee health is the need of the hour and developing a comprehensive healthcare strategy is critical to organisational success. The costs may appear steep, but the company stands to gain in the long haul. Not only will it benefit from a productive, efficient, motivated, creative and enthusiastic workforce, but it will also project a caring attitude - something most companies would do just about anything to have. With very good reason. Employees have a better chance of staying on and giving their best at work if they feel their employers care about them. Result? Goodwill, productivity, low attrition rates... need one say more. On their part, employees have also become smarter when it comes to knowing their rights.
They expect proper health facilities as part of the benefits package. As Chris Jessop, CEO of a U.S. workplace health-service provider says, `Fitness facilities are something that modern employees expect from an employer.
They also project an image of a balanced and caring employer, which many people view as important.' Employees may even sue the employer for unreasonable work stress affecting their health.
Embrace employee well-being
Companies should adopt a holistic form of workplace health management that does not wait for the employee to fall sick, but prevents illness in the first place by keeping them healthy. As it is commonly said, `While prevention has its expense, it is nothing compared to the cost of treating a full-fledged problem.'
Companies should streamline their health plan and have a proactive wellness initiative comprising:
Physical fitness
1. Promote physical activities through a leisure and fitness centre comprising on-site gym facilities, an in-house sports team, tennis courts, etc. Also, arrange yoga classes, meditation and massage therapists to help recharge their batteries.
2. Arrange regular health screening with facility of an in-house general physician.
3. Provide health education to inculcate healthy behaviour at work and outside.
4. A nutrition and diet programme offering tailored food advice from a qualified nutritionist. Accordingly, set up cafeterias that provide nutritious food instead of merely throwing up junk snacks and drinks.
5. Endorse lifestyle change assistance programmes to start exercise, quit smoking, lose weight, refrain from alcohol, etc. and encourage employees to participate in them.
Psychological well-being
1. A counselling service where employees can share and overcome work-related as well as personal problems will work wonders in offices where employees work long hours and have little time outside of work.
2. Uphold a relaxed, open and supportive environment that helps keep pressures at bay. Also, design the job structure so that it endows sufficient authority and responsibility that reduces the possibility of stress and despair.
3. Organise ongoing resilience coaching like workshops and seminars for stress management to help employees cope with inherent work pressures.
4. Promote healthy work-life balance through flexible timings, accommodating schedules and variable benefits. Also, perks like crèche facilities and legal assistance service will give dramatic returns.
5. Last but not the least, organise employee health benefit plans and be willing to shoulder at least a part of their health insurance.
Remember these are but guidelines. Employers should ideally assess the health risks pertaining to their workforce and then personalise a strategy to combat the targeted problems. It is no longer a luxury. Proper healthcare is a necessity. After all if you look after your people, they will look after you!
PAYAL AGARWAL
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