Metrics that help measure employee well-being

The well-being of employees has been a priority issue for some years now; even before the pandemic. Many companies strive for promoting the health, satisfaction and work-life balance of its teams, with measures such as flexible hours and even yoga sessions. Because often, the comfort and good spirits of a staff is a true reflection of the progress of the company. And it is that the very concept of well-being can be associated with that of satisfaction, physical and mental health, conciliation; although it also has to do with the emotional connection that exists between employees and companies.

The automation platform for all HR processes personio He says that it started there, by defining how he wanted his employees to feel, and that has served as a guide when determining wellness measures. His example can serve many other organizations.

Investing in the well-being of employees is one of the best things a company can do for its organization. Since the work wear of the teams can end the business.

Identify demands

To prevent the company from going one way and the staff on the other – which happens more often than you think – it is important to know the wishes of the employees:

• • feel valued and recognized for the work they do.
  • feel comfortable, happy and satisfied, but also having a good time; not regret going to work every day.
  • Identify with the values ​​of the company and act in accordance with them.
  • enjoy a balance solid balance between your family life and your job performance.
  • trust the company as an employer, and know that you will support them in the best possible way.

It has become a topic that has been talked regarding a lot lately, as a way to fight once morest job rotation; or to encourage the recruitment, but also the retention of talent. According to him Employee Wellbeing Report 2020, from Rewards and Employees Benefits Association (REBA), the percentage of companies that were in the process of developing a wellness strategy in 2020 had doubled (52%) compared to 2019 data (25%).

Metrics to measure wellness

Identifying occupational well-being, with precise indicators, allows obtaining the necessary data to periodically evaluate the measures taken, identify trends (positive or potentially negative) and act accordingly.

Five metrics that can be useful are:

1. 1. 1. Employee feedback/ratings. It is important to get regular and regular feedback from employees; because the best way to know how they are is to ask.
      2. Productivity level. Comparing the satisfaction index with the success of the company can open many eyes (and more than it seems). That is: Do the employees feel comfortable and can the company achieve all its objectives?
      3. Sick leave. This metric can be indicative of the general level of employee stress, burnout, and burnout.
      4. Extra hours. if this metric is too high it may be due to excessive workload, poorly defined priorities, tight deadlines, or poor management.
      5. Rotation rate. If the turnover rate suddenly skyrockets, it may be due to widespread discontent within the company.

Each worker is different, and it is important that the wellness program includes these peculiarities as much as possible, so that employees feel listened to, valued and committed at all times.

Engagement rate and attendance rate are not enough

Many companies, according to Personio, use the engagement rate and the attendance rate as metrics to measure wellness. Which is not entirely correct, because when we talk regarding commitment, we have to be clear that employees have different personalities: some are introverts and others are extroverts.

Extroverts are likely to be more involved in any kind of company-organized activity, and introverts are more likely to stay out of it; but that they are less participatory does not mean that they are not happy with their work.

Just as attendance at work does not have to be indicative of the level of job satisfaction: there are those who have no choice but to go to work every day, despite suffering from some physical or mental illness. So it is necessary to know something more regarding the degree of well-being of the workforce. With the KPIs you want to measure somewhat more defined, you can collect relevant data as follows:

• • Send surveys. Defining the questions that you want to ask employees and comparing the results month by month. A good example would be:
    • On a scale of 1 to 10, what would you say your stress level is?
    • How would you rate your workload so far?
    • What do you do to disconnect from work (sports, meditation, walks…)?
    • Right now, what worries you most regarding your tasks?
• • Collaborate with project groups. They are often referred to as ambassadors. These are a kind of advisers, spread over different departments or locations, who represent the entire team, and help the HR department to understand how the rest of the staff feels and what their aspirations are.
  • Evaluate employee performance. Performance level needs to be checked. Has it decreased in recent months? In these cases, it is convenient to speak directly with the employee to analyze his situation in detail and see what may be negatively affecting his work.
  • Take advantage of technology. The software helps to collect and analyze data from the above metrics. But in addition, technology facilitates communication between colleagues -even those who work remotely-, and contributes to their well-being at work.