The Hard Facts
WellKom works in partnership with leading UK thinktank, The Work Foundation, in its research into productivity and ‘Good Work’. We jointly develop and provide leading-edge services such as:
- The Wellness Index
- Regional Wellness Management Communities
- Wellness Management Portal
Our research reveals key difficulties within organisations that consistently undermine performance improvement initiatives:
Absence & ill-health are costly
• Absence costs UK employers £13 billion each year and £3.9 billion of absence costs are attributable to mental ill-health
• The average employer spends 10% of annual paybill managing the consequences of absence
• There is compelling evidence that higher absence reduces customer satisfaction and employee productivity
The Hidden Costs
• 3% - 5% of the workforce may be away from work through illness on any one day
• A further 25% may be performing sub-optimally while at work because of
physical or mental strain
• These costs will dwarf those of the absent workers – yet are rarely the subject of management scrutiny or action
The Wellness Paradox
The two clusters of conditions which account for the majority of absence are Common Mental Health problems and MSDs.
These are the two areas where:
• NHS provision is weakest
• Employer’s OH, early intervention, rehabilitation, return-to-work and job retention practices are least well developed
Why ‘Wellness’?
• Our approach to health is predominantly ‘curative’ and treats symptoms
• ‘Wellness’ has a more preventative focus which addresses the underlying causes
• It involves all stakeholders, including individuals, in promoting a healthy lifestyle
• It's not just about workplaces
‘Wellness’ Challenges
• How ‘well’ are your Leaders? and the led?
• Can poor ‘wellness’ be a barrier to change, adaptability and flexibility?
• Does poor ‘wellness’ impede high-octane performance?
• Do working time arrangements and ‘wellness’ conflict?
• Does job design and work scheduling take account of ‘wellness’ issues?
• Does a CIPD qualification require HR professionals to understand how the human body works?
Further, research confirms the multiple levels of benefits of a positive and well-planned absence strategy.
People with no absences:
• have a more positive attitude to exercise (feel good during and afterwards,
easily find time for it)
• report higher satisfaction with physical life (satisfied with physical health,
leisure and physical appearance)
• report higher satisfaction with their professional and financial lifestyle
• report higher satisfaction with their family life
• report fewer health and stress related complaints
• are less likely to use avoidance as a coping mechanism
• are more likely to have an internal locus of control
• report better concentration and decision making
• report better energy levels
The major drivers of absence are:
External locus of control: .70
Satisfaction with professional life: -.52
Satisfaction with financial life: -32
External locus of control is associated with:
• an inability to defer gratification and weaker self-control
• an increased drug and alcohol dependency
• lower academic achievement
• higher risk of depression and anxiety
• poorer health
• an increased risk of criminal behaviour
• lower voter participation
• higher teenage pregnancy
• coping poorly with stress
In the light of the above information, job design takes on more importance than ever before.
Research reveals the key factors in job design that motivate people:
• Skill Variety
• Task Identity
• Task Significance
• Autonomy/control
• Feedback
• Growth potential
A well-designed job...
• forms a coherent whole
• makes a significant and visible contribution
• provides a variety of method, task and skill
• provides autonomy, discretion and control
• carries responsibility for visible outcomes
• gives an opportunity for development
• allows completion of full piece of work