This report highlights some findings in the complete health benchmarks from the 2017 Employee Recommended Workplace Award. These benchmarks include aspects of mental health, physical health, workplace experience and lifestyle. Readers interested in additional benchmarks can buy the benchmark report in . The Globe and Mail and Morneau Shepell created the Employee Recommended Workplace Award to honor companies that place the health and well-being of the employees first. Register your business for 2018 in .
The 2017 Employee Recommended Workplace Award Benchmark report demonstrates that medium-sized companies (100 to 499 employees) have the greatest scores for total wellness, followed by small businesses (40 to 99 employees) and then large businesses (500 or more workers).
The report, which uses aggregated data from associations that engaged in the 2017 Employee Recommended Workplace Award, provides benchmarks for the complete health indicator and each of the four complete health pillars (physical health, mental health, workplace experience and lifestyle health) which were contained in the award employee survey.
The Employee Recommended Workplace Award was made in a partnership between the planet and Mail and Moreau Shepell to identify companies across Canada that excel in encouraging employee health and wellbeing.
The intention of the report is to provide organizational leaders with a set of benchmark standards that could provide insight on trends across the four columns, in addition to findings concerning what is having a positive effect on the complete wellbeing of their employees. This insight will be useful for Employee Recommended Workplace Award participants, which can benchmark themselves against peer-size organizations with their scores from their Employer Report, as well as for organizations searching for overall trend insights based on their size.
The value of benchmarks is deeply entrenched in consciousness. Using aggregated data accumulated, we give a selection of values describing what constitutes below-average, average and above-average performers. Organizations can observe how they are doing on various scales against the group standards, or see trends among different groups within work forces.
The benchmarks provide employers management on how they are doing against their peers or point out trends in overall health which are influencing employees’ mental health. Total health success depends on both workers and companies taking responsibility for what they can control. Employers can offer programs for their employees, however, the success of those programs depends on workers’ use of their programs and their perceptions of its effectiveness. It’s helpful for companies to determine what programs are usually impacting positively employees’ overall health.
Organizations that participated in the 2017 Employee Recommended Workplace Award have access to their own data from their Employer Report and can compare it with the benchmarks so as to see where they fall against their peers. This info can be a incentive to behave, with informed insight about which areas to concentrate on in order to enhance the overall total health of the employees.
Organizations that did not engage in the 2017 Employee Recommended Workplace Award may use the benchmark findings to gain insight into emerging trends at comparably-sized associations as they look at the complete health of the organizations. A growing number of organizations are understanding what workers think affects what they do in and outside of work, and that the decisions they make impact their overall health and wellbeing. We can not separate employees from their daily lives beyond work.
Employers have begun to understand that workers’ choices and perceptions finally establish their health, participation and productivity on the job. Productivity must undergo wellness; without it, there is no way to guarantee long-term sustainability.
Several interesting trends emerged from the initial pair of ERWA findings for 2017. Following is a high-level overview.
Risk behaviors — Workers with a larger number of healthy behaviors and fewer at-risk behaviours (such as smoking) reported higher overall health index scores. Furthermore, large companies reported that the best number of at-risk behaviours.
Leadership trust — Workers of midsize companies possess the best levels of confidence in senior leadership; the lowest levels were detected in massive companies.
Respectful office — Around 25 percent of workers reported they felt they were treated unfairly at work.
Programming — Firms offering addiction support programming report considerably greater life pillar scores (because of better connection and financial health).
At the same time, businesses offering healthy eating programs reported significantly higher physical health pillar scores. Companies that provided addiction support programming (for example, smoking cessation) had significantly higher life column scores than those which did not.
The Employee Recommended Workplace Award poll asks employees who engaged in center company programs what they believed was the effect of the program on them. This step can help companies evaluate which organizational applications employees are engaging in and are positively affecting worker’s total health.
The Employee Recommended Workplace Award benchmark report offers various total health benchmarks to understand how small, medium, large, private, public and government organizations across Canada are doing in each of the four pillars (physical, psychological, work and lifestyle) and overall total wellness index.
Not only can the benchmarking help an organization drive plan, but it may also be an integral piece to keeping and attracting top talent.
With the increasing demand for comprehensive health and health plans, the Employee Recommended Workplace Award was designed for employers which are supporting workers beyond their basic health needs to cultivate a respectful, engaging and effective office.
To see additional information, you can buy the 2017 Employee Recommended Workplace Award Benchmark Report at .
Bill Howatt is chief of research and development, workforce productivity in Morneau Shepell.
Sean Cianflone is a data scientist in Morneau Shepell.
Courtesy: The Globe And Mail