Singapore’s survey findings:
Introduction to Workplace Wellness Programme
- Why promote health at Work?
- What is Workplace Wellness Promotion?
- How does the program how companies to improve productivity and reduce cost?
Why Workplace healthiness affect your company performance & cost you money?
Poor employees’ health COST you money:
- Decreased productivity
- Increased absenteeism
- Organisations lose a total of 51.3 days a year due to absence and presentism.
- Increased medical cost
- An ageing workforce and medical cost inflation in Singapore are projected to drive up average medical costs per employee by 108 per cent to S$1,973 per year.
- Increased productivity cost lost
- Singapore productivity loss due to absenteeism may reach S$3.3 billion by 2030
60
employees did less than 150 minutes of physical activity each week
82
Singaporeans at least one musculosketal condition
43
Singaporean had at least one dimension of work-related stress
Productivity loss
51.3
a year
Cost of poor health in your office
How much is spent on health now and in the future and from which sources?
Poor employees’ health increases company’s healthcare cost:
- In 2016, healthcare cost per person amounts to $407 annually
- In 2050, healthcare cost per person is expected to increase to $968 (based on past growth) Healthcare cost will continue to increase should companies neglect their employees’ health.
Strategies for effective Work Wellness Programme
6 Steps to achieve success in Work Wellness Programme:
1. Organisational Commitment
It is important that the programme has the support of the management as it would lead to:
Generating long-term support
Once the direction and culture has been put in place by the management, individuals’ thinking within the organisation would change.
Helps set the culture
Once the culture is conducive to develop a healthy workplace environment, the wellness programme would be able to sustain for a long period.
2. Incentives for employees to participate
Providing incentives to employees for participating in wellness programmes serve as a ‘motivation’ for them as they see a purpose and some benefit that they can attain from their participation.
Incentives encourage friendly competition between associates when linked to job performance. Rewards motivate employees to produce optimally.
Source: RAND Corporation
How effective is incentive to increase participation rates?
According to RAND Corporation, employers that did not use incentives reported lower participation rates—a median of just 20%. Uptake appears to increase with the use of rewards, such as access to a higher-value health plan, with a median participation rate of 40%.
3. Effective screening and triage / surveys
Health Surveys
Surveys that records demographics and exercise routines of individuals allows the organisation to understand the areas they would need to improve on. The surveys would serve as a tool to help the organisation to focus on their main issues that affects their employees’ health based on survey results. This ensures that the right interventions are provided in order to solve that particular health issue.
4. State-of-the-art theory and evidence-based interventions
Evidence-based interventions are practices or programmes that have peer-reviewed, documented empirical evidence of effectiveness.
Evidence-based interventions use a combination of
- integrated policies strategies
- Activities
- Services
whose effectiveness has been proven or informed by research and evaluation.
With state-of-the-art theory and evidence-based interventions, it adds to credibility of the programme and assures to be successful.
5. Effective implementation
The quality of the implementation is one critical factor associated in a successful programme.
According to a research done by Durlak & Dupre, participants ‘may receive more benefits as a result of better programme implementation, or they may receive no significant benefit if programme implementation is poor’
With high quality implementation, success is more likely. Effectively implemented programmes stand a better chance of achieving intended outcomes and producing positive results
6. Ongoing programme evaluation
Ongoing evaluation provides reflection on the performance of the programme and enables the programmes to receive independent feedback on the following results:
- Relevance
- Effectiveness
- Efficiency
- Consistency of the programme.
Through ongoing evaluation, it will enable us to
- learn internally: involved stakeholders are able to learn and improve their programme
- Present the results of the programme
Outcome of Workplace Wellness Programme
On average, a wellness programme shows a Return On Investment (ROI) of 1:1.5, a positive ROI which shows the programme produces positive results.
Workplace Wellness Programme can help to reduce employers’ medical expenditure as through this programme, employees become healthier and therefore avoid chronic conditions such as stroke and a heart disease.
Conclusion
- Data show that Singaporean have a high level of modern lifestyle.
- If this trend continues, it will lead to higher health cost to individual, company and states
- The data also shows that since employees spend a large part of their time at work, this will lead to
- Decreased productivity
- Increase absenteeism
- Higher cost
- Preventable
- Workplace wellness has been shown to work if conducted properly.
- Workplace Wellness Programme can create many desirable outcomes
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