“Oh yeah, employees are happy here, I’m confident! Well, I’m pretty sure. I mean, they must be, right?” Sound familiar? Too often, we consider employee happiness and morale on a “gut feeling”, instead of treating them like other important elements of business success – data that we need to track. If you’re ready to start measuring employee well-being, this is the article for you. Let’s get into it!
Measuring employee well-being and morale gives you great insight into the issues and strengths within your company, helping you to create a better working environment for your staff. In this article, we’ll explore exactly why you should measure employee well-being, the difference between employee well-being and employee morale, and useful measuring tactics and techniques you can implement today.
Why should I measure employee well-being?
Measuring employee well-being is important because it gives you a clear understanding of the physical, mental and emotional health of your employees. When employees are healthy and happy, they are more productive, engaged and motivated, which ultimately leads to better business performance. Additionally, measuring employee well-being helps you to identify potential problems early on and take action to address them before they become major issues.
A study by the World Health Organization (WHO) found that employees who reported high levels of stress and poor mental health had a higher rate of absenteeism and presenteeism, which negatively impacts a company’s bottom line. Additionally, companies with a strong focus on employee well-being are more likely to retain top talent, as employees are more likely to stay with a company that values their well-being.
When employees are healthy and happy, they are more productive, engaged and motivated, which ultimately leads to better business performance.
Employee well-being is not only important for the employee, but also for the employer. In recent years, there has been growing awareness of the impact of employee well-being on a company’s bottom line. Companies with a strong focus on employee well-being have been found to have lower turnover rates, higher productivity and engagement, and higher customer satisfaction.
Is employee well-being the same as employee morale?
Employee well-being and employee morale are related, but they are not the same. Employee well-being refers to the physical, mental, and emotional health of employees, while employee morale refers to the employee’s overall attitude and outlook towards their job and the company. While employee well-being can affect employee morale, it is possible for an employee to have high well-being but low morale, or vice versa.
For example, an employee may be physically and mentally healthy but may have low morale due to dissatisfaction with their job or their relationship with their colleagues or manager.
Conversely, an employee may have high morale but may be struggling with physical or mental health issues. It is important to measure both employee well-being and employee morale in order to have a complete understanding of the issues and strengths within your company.
Measuring employee well-being is essential for creating a positive and productive work environment. By understanding the physical, mental, and emotional health of your employees, you can identify and address issues early on.
What are the best ways to measure employee well-being?
There are many ways to measure employee well-being, but the best methods will depend on the specific needs of your company. Some popular methods include:
- Surveys: Surveys can be used to gather information on a wide range of topics related to employee well-being, including physical health, mental health, job satisfaction, and overall happiness. Surveys can be done on a regular basis, such as annually or quarterly, to track progress over time and identify trends.
- Employee engagement surveys: Related to the above, these surveys are targeted to provide specific insights on how employees feel about their work, how motivated they are, and how committed they feel towards the company. They also help identify areas that need improvement, and the best ways to engage employees.
- Health screenings: Health screenings measure the physical health of employees, including things like blood pressure, which are often related or connected to mental health. These screenings can be done on-site or at a medical facility. Conducted regularly they track progress and identify potential health risks.
- Focus groups: Focus groups gather qualitative data on employee well-being, providing insights into the day-to-day experiences of employees and the issues they face. You could conduct focus groups with employees from different departments or at different levels within the company, giving a well-rounded view of the issues and concerns of the workforce.
- One-on-one interviews: One-on-one interviews offer the opportunity to gather more in-depth information on employee well-being, providing a more detailed understanding of the issues and concerns of individual employees. These interviews can be conducted by managers, HR representatives, or a third-party consultant, and should be done on a regular basis to track progress and identify any specific concerns or issues.
Measuring employee well-being is essential for creating a positive and productive work environment. By understanding the physical, mental, and emotional health of your employees, you can identify and address issues early on, leading to better business performance.
Lost on where to start, or not sure what to do with the well-being information you’ve gathered? At nilo.health, we support your employee well-being and provide actionable insights for your HR and leadership teams so that you always know how your team is doing. Book a demo today!
