HR professionals, along with those from a range of other professional and managerial roles, will be well aware of the increasing demand for data literacy. This article from SiliconAngle argues that the ability to understand and analyse data is just as important now as computer literacy became 20 years ago. As business evolves, making data-driven decisions is a skill that is expected of more and more people. But where to start – how can you become data literate?
(Graphic by Jehoaddan Kulakoff)
Health and wellbeing is a key area for ‘Big Data’. Business in the 21st century is very different to anything before – the majority of office-based jobs depend on the cognitive performance of staff. However, the very nature of these jobs means that more people are living sedentary lifestyles – and lower levels of activity are linked to lower inductive intelligence. In simple terms, sitting in front of a screen all day is having a negative impact on employees’ mental ability.
At the same time, the nature of ill health has changed. Due to modern lifestyles, 1 in 5 people now have some form of mental illness, and almost a quarter of UK adults are obese. High blood pressure and diabetes are also more widespread than ever before. The combination of these factors means that health in the workplace is now incredibly important – which is where health and wellbeing initiatives come in.
Traditionally, wellbeing programmes have failed to deliver consistent results. Some workplace initiatives have been little more than entertainment – like the trends for desk-based head massage and aromatherapy. This webinar from AXA Healthcare outlines a clear method that HR professionals should follow to measure and improve health within an organisation. We highly recommend watching the webinar, but in case you don’t have time, we’ve summarised it below.
HR needs to identify health risks (like obesity, high blood pressure, etc) and then work to mitigate them. Outcomes can be measured in the removal of risk factors, which will have a direct, measurable impact on productivity. An effective wellbeing programme requires the following components:
Strategy – a clear goal, in numbers. For example, making your organisation 1000 years younger, or removing 100 health risk factors.
Capability – building a sustainable platform for long-term activity. The whole organisation needs to be aware of, and involved in, initiatives.
Programme – the actual actions undertaken. This can be very diverse, using a range of suppliers and partners to improve different areas of health.
By following a plan like this, you can begin to become data literate in your activities – setting clear targets, tracking progress, and communicating outcomes to management by demonstrating risk reduction. This logical, data-driven approach requires commitment, sustainability and a long-term strategy. The benefits are clear – HR will be able to show long-term value creation and a tangible ROI, as well as contributing to corporate social responsibility practices.
So how does Nudjed fit in? Our unique Insights tool gathers data you can’t get anywhere else. We find out how your staff actually feel about their health, and identify the areas they’re most interested in improving, so that you can create a health and wellbeing programme with the greatest possible impact. Old HR approaches were based on guesswork and assumptions about which health initiatives would be effective, resulting in low levels of engagement and difficulty showing success. With Nudjed, you can make data-driven decisions about how to spend your wellbeing budget to maximise engagement and effect real change in your organisation. Better yet, we crunch the numbers for you and provide you with clear, actionable insights – making it as easy as possible to become a data-literate department.
To learn more about how Nudjed Insights could help you to create a more effective health and wellbeing programme, visit get.nudjed.com/insights.