It’s important to keep a finger on the pulse of your organization to stay in tune with employee needs and challenges, and engagement levels. You can’t move what you can’t measure. This need to measure has led to a seemingly endless stream of surveys. There are health risk assessments, engagement surveys, presenteeism surveys, and the list goes on…Like many other people in the market, we recognized that there had to be a better way.
Fortunately, we didn’t have to look far for the answer. Realizing the power behind our work with Gallup on the Well-Being Index (WBI) Healthways quickly asked how we could apply the science and research behind the WBI to individual employers or health plans. As a result, Healthways went to work building a tool that combined elements of the WBI with those of other common surveys, creating a comprehensive tool to measure the health and well-being of an employer population. This resulted in the birth of the Healthways Well-Being Assessment™ (WBA).
This is not your typical survey. It goes far beyond the standard HRA question set and shifts focus to include the entire individual - and for good reason. Research increasingly reveals vital linkages between healthcare costs, productivity, physical health, emotional health, health behavior, work environment, social support, and basic access to necessary resources. Shifting away from purely physical health, the WBA leverages WBI questions for a baseline comparison against the nation, with an emphasis on employee health, productivity, and the work environment. With an understanding of employee engagement, health, and well-being, organizations can better determine where to focus efforts to influence the greatest performance opportunities, both financial and personal, within their populations. Makes sense, right? Individual and population-level reports generated from the WBA provide an intimate, holistic view of the workplace and actionable information that can help guide decisions on health benefits, work environment, corporate culture and overall business performance.
In more detail the WBA allows organizations to:
- Gain a comprehensive view of employees’ social, emotional, physical and financial well-being to understand how to target investments that best support those needs.
- Assess the real quality of the work environment, including its stressors, culture, leadership, wellness and prevention programs, and recruitment and retention strategies to determine exactly where improvements are needed for a more engaged workforce.
- Benchmark your organization or institution nationally, regionally and locally; or by job, business unit or location. (Who else can provide a real-time benchmark against the nation.)
- Create customized solutions for your unique workforce to provide a more supportive work environment and earn recognition as an employer of choice.
- Understand the health conditions the workforce is experiencing and how you can support them for optimal productivity and minimal absenteeism.
- Learn what the significant contributors are to direct medical costs – whether they are systemic or exist in unique locations within the organization – and apply the findings to design and target ways to better address health cost drivers and reduce healthcare costs.
- Use the results as a market differentiator to retain and attract customers. (for health plans)
- Make specific comparisons among subsets of their populations and conduct year-to-year comparisons to gauge progress over time.
Human performance drives business performance in every organization. While many organizations use HRAs to understand and improve workforce health and guide programs to reduce healthcare costs, they’re missing the big picture. There are many factors that influence our well-being and impact performance. The Healthways WBA offers organization-specific insight on these factors. Results magnify opportunities to maximize the outcomes of health and performance program investments, and to measure their impact and effectiveness over time.
Do you believe this broader approach to assessing the well-being of your workforce seems like the right idea? Is learning more about emotional, social, work culture, and the access variables of your organization important to you? Is it time the standard HRA evolves into more? We’d love to get your thoughts.