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Is Your Employee Wellbeing Strategy Driven by Data?

Data is vital to enable us to make good business decisions and that's no less true then it comes to your Employee Wellbeing Strategy. Take a data-driven approach and avoid wasting money.

If you''e not using data to inform your employee wellbeing strategy, why not?

We''ve all seen the typical health statistics:

  1. 1 in 4 people will have a mental health issue
  2. 1 in 5 adults smoke
  3. 30 million days are lost due to muscular-skeletal conditions
  4. 33% of people could not afford to pay an unexpected health bill

Data is vital to enable us to make good commercial decisions and the right people decisions, however these macroscopic statistics refer to UK PLC and may not reflect your individual business or the wellbeing needs of your employees.

National statistics like there are great at raising awareness of problems at an industry, country or demographic levels and great at starting the conversation or getting people on the bus but ultimately, we know there is an issue…so what?

Employee Wellbeing budgets can be large with Private Health Cover, Healthcare trusts, Cash plans, EAP’s, Financial Education, Physical Health initiatives and more all stacking up to one of the largest budgets that will sit in the HR/Reward space.

To get value from your wellbeing strategy – follow the data!

So, if you are spending money like this you want to know that you are spending it in the right places, solving the right problem and you can see results from your employee wellbeing strategy, which is kind of the point, isn’t it?!

Surely, we need the right data to do this; there is no point in introducing amazing wellbeing schemes that help people stop smoking if no-one in your organisation smokes!

Your circle of wellbeing providers can help, and the level of data from cash plans usage, private medical spend and EAP stats are normally quite robust. The challenge is you normally get this data at the end of the year, or quarterly so spotting trends and reacting to these can be hard to do – and most importantly you only get stats from people after they have had an injury or disease.

We need to be thinking and acting more proactively and using data to prevent health issues before they arise by tailoring our wellbeing strategy and spend where it’s needed the most based on insights and data.

Screenshot of a wellbeing survey

Measuring the Wellbeing Experience

With the PX Hub, we provide wellbeing surveys that help you understand how your employees feel about their own Wellbeing and how this is supported at work.

These can be run as either Pulse surveys or a larger survey to provide a broader but larger set of people data.

Ultimately, we can help you develop a data-driven wellbeing strategy and use your wellbeing budget effectively, make meaningful impacts and allow you to personalise your offering to have the biggest impact on your people.

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