3 Metrics to track employee wellbeing

A quick summary:

Building and launching a robust employee wellbeing programme is a great idea. However, without truly measuring the results, how can you be sure your wellbeing initiatives are effective? 🤔

Below, we’ve discussed three reliable metrics when it comes to assessing and improving your employee wellbeing programme. With these insights, you will be ready to refine your employee wellbeing initiatives with confidence. 

Employee feedback 🗒

How often do you ask your team how they’re feeling? Hearing the opinions of others can sometimes be hard, but it is leaders that listen, who truly know how to build happier, healthier teams. 🚀

With your current employee wellbeing initiatives, come up with a number of questions to ask your team. This includes their thoughts on particular activities, when and how these events are led, the working environment/flexibility arrangements, and many more topics.

Armed with these opinions, you will be in a much better position moving forward to refine your current wellbeing programme. In fact, this should be your first port of call when it comes to analysing your employee wellbeing efforts. Instead of diving into any figures, you can hear first-hand what people think. 💭

In fact, we have put together a survey that you can print and hand to your team, with 15 questions and five pages of insight into how to handle issues around happiness, remote working, working culture and relationships.

Sick days 🤒

Absence and absenteeism are two different things. One is genuine, the other often without good reason. Of course, this should be taken on a case-by-case basis - however, both absenteeism and general absence due to sickness and health concerns can be minimised through a robust employee wellbeing programme.  

Firstly, wellbeing is all about our mental and physical health. It’s the steps we take to ensure we’re living healthier and happier. For this reason, employee benefits that are also wellbeing initiatives can encourage and help employees feel their best at work and at home. And of course, the more attention employees give their wellbeing, the fewer sick days people have. 

As for absenteeism, this usually occurs with unhappy employees. Whether that’s due to overall job satisfaction or perhaps burnout, this kind of absence usually boils down to much bigger problems at work. However, wellbeing initiatives can quash absenteeism with enough perseverance and commitment from leadership. 

In fact, 51% of employees expect employers to provide more support towards employee mental health, demonstrating just how significant mental health and wellbeing are in the workplace. 

Staff Turnover 👋

While staff turnover can be the response to a wide range of issues in the workplace, a weak employee benefits package that lacks wellbeing initiatives can contribute to departing employees. 

By analysing staff turnover rates, you can see overall how happy employees are, especially if a wellbeing programme has already been introduced. High rates of staff turnover indicate that more needs to be done for employees to stick around. 

Firstly, look at your existing employee wellbeing initiatives and assess the rates of staff turnover across the 3 to 6 months since your employee wellbeing programme was implemented. 

It’s in these patterns where you will find the results of your employee wellbeing programme; are they working or are people leaving your organisation? 👀

Productivity and Performance 📊

Finally, the last metric to measure your employee wellbeing efforts is employee productivity and performance. If you’ve noticed a significant drop in these metrics across the whole business, this could tell you something about your employee wellbeing programme. 🧘‍♀️

To begin with, take a look at all four of the above metrics to measure your employee wellbeing initiatives. This will help you identify the root of dropping productivity and performance.

If you find no faults and dips in these areas, read through the overall business performance; is it reaching milestones and goals? ✅

Businesses that implement strong wellbeing initiatives often see better engagement from team members. And better employee engagement means improved productivity and performance. 

In fact, a disengaged employee costs a company between £2,500 - £7,400 annually. So, ensuring your team is happy, and feel their mental and physical health has been taken seriously, means performance can remain steady or grow at a quicker pace. 🚀

Using Heka to improve employee wellbeing 💚

Now that we’ve covered the four ways to track employee wellbeing, what other wellbeing initiatives and solutions can you offer your team? 

Heka, a wellbeing assistant built with a heart and mind to put employees first, has become the answer for employers throughout the UK. 

By offering teams full access to Heka’s 1000s of wellbeing experiences, products and services, employees are really starting to take control of their mental and physical health.

Whether it’s life coaching, personal training, yoga sessions, financial consultation and so much more, there’s a lot on offer through our wellbeing platform. 

On that note, if you would like to discuss the features and benefits of Heka for your employees, book a demo with one of our wellbeing experts today.