Could a new engagement model help create a team that's healthier, happier, and financially stable?
By utilizing data employers already have on hand Engagement 360 creates a feeling of shared responsibility, where employees take ownership of their own health, wealth and well-being, making them more focused and productive workers.
Toronto Health & Productivity Practice Leader Sandra Pellegrini from Buck Consultants tells HRM how shared responsibility benefits employers and employees.
Video transcript below:
Caitlin Nobes, HRM TV
Caitlin Nobes: Could a different benefits model create a relationship of engagement and trust between you and your employees? I’m Caitlin Nobes and today we are learning about Engagement 360 on HRM TV.
Imagine a workforce of informed and engaged employees, who are empowered to take on increased responsibility for all elements of their career, health and wealth. That’s the idea behind Engagement 360’s shared responsibility model.
Sandra Pellegrini, Buck Consultants, Health and Productivity
Sandra Pellegrini: Employer data is rich. It will provide information about where employee actions are not meeting key company objectives and goals and where there is opportunity for change, that will involve the employer’s interests as well as the employees’ interests. For example, health data will reveal where lifestyle choices or simply personal healt is not at best and where even work site issues are affecting employee health.
Caitlin Nobes: The conflict goes beyond health and wellness. Financial data can indicate the time and preparedness, while information about performance management can help with career planning.
Employment 360 has four tenets. The Four I’s. Employer’s share Information with employees to help them understand where they can change and improve. Incentives give employees a reason to take action. Infrastructure or tools and resources is necessary to enable change and finally Imperatives, which are the policies or mandates that enforce accountability, such as non-smoking or health screening policy.
Sandra Pellegrini: Engagement 360 is really about optimisation in three key areas. First it’s about of course of employee health and productivity, the collective state of an employee population’s health has implications not only for the cost of the program, but also on the performance of the company itself. Secondly the major outcome is a competitive composition benefits program not only to attract and maintain key employee talent and intellectual capital but also to contain human capital costs. And thirdly it’s about employee engagement, it’s about an engaged workforce that is key to the company’s objective. There is nothing more compelling than a business solution that keeps employees best interests at the heart of the business objective.
Caitlin Nobes: By empowering employees to make their own decisions about their health and wellness can create a stronger, more engaged workforce. I’m Caitlin Nobes, thanks for watching HRM TV.