Kate tells us why gathering health and wellbeing data was integral to their health and wellbeing policy.
The importance of data collection
"A core part of our work involves supporting clients who drive forward health behaviour change. It was time for us to start practicing what we preach and put staff wellbeing on the agenda.
We were fortunate that senior management were supportive, but we still needed to prove the value of investing. We started by giving the whole company the chance to shape our health and wellbeing programme. We ran an internal competition and pitched the best ideas to the Managing Director. The next step was to formalise these ideas to decide how to implement them and track their impact.
Recording staff engagement and absence can be time-consuming, so we were creative in making our existing systems work for us. We already have a time-tracker where staff log their hours. By setting an hourly value, we can calculate the costs of absence on a monthly basis. We adapted this system so that staff can log their time walking or cycling to work, which is part of our incentivised wellbeing programme to earn vouchers. This makes it much simpler to monitor how engaged in the programme staff are.
So far, 76% of staff have reported personal health benefits from taking part and anecdotally many have reported greater morale and team-building, which facilitates their productivity.
Once you start collecting data, the rest falls into place. It’s great to see staff getting more active, but it always comes back to the impact and how to prove it.
Making the most of the data you have, and collecting as much as possible, is definitely worth the effort.”
Kate Parker, HR Manager at Forster Communications