Divide the total number of people who leave your company in a given period of time by your average number of employees in that time, and multiply that by to get your percentage. To get your average number of employees, take the number of employees at the beginning of the time period, plus the number of employees at the end, and divide that by 2. In Q1, 6 employees left the company. At the beginning of the quarter, you had employees, and at the end, you had because you also hired a couple , here is how the equation would look:.
Chances are the cost of your employee health care goes up every year, but how closely do you pay attention to how your employees are utilizing their health benefits? Take a look at the rate of insurance claims over the past few years and see if there is an upward or downward trend or if they stay fairly steady.
An upward trend in claims could mean your employees are taking better advantage of their healthcare benefits and possibly seeking more proactive treatment. Conversely, it could also mean that more employees are beginning to deal with chronic conditions that require more regular treatment. A downward trend in claims hopefully means your employees are becoming healthier and requiring less medical treatment. One thing to be aware of here is if there have been any recent changes that made costs go up.
It could be they are refusing to go in until they get really ill which can lead to more high-cost claims and less long-term wellness. Read more about why healthy employees costs less here. The best way to incorporate all of the previous measurements and analysis into a complete picture is to combine them with an employee survey that asks specific questions relating to overall health, wellness, and job satisfaction. Check out the guidebook mentioned above for tips on measuring the impact of your wellness program on factors like time away from work and employee performance as well as the other metrics listed here.
Value on Investment VOI better reflects the broader savings potential of wellness programs as opposed to an ROI analysis designed to calculate revenue. The guidebook provides helpful guidelines for constructing a VOI analysis. The HERO Employee Health Management Best Practices Scorecard report indicates that corporate wellness programs that incorporate evidence-based best practices saw slower growth in health-related costs over a three-year period than companies with programs using fewer best practices.
Does your corporate wellness program measure up? Call us today to see how Cover-Tek can provide value to your workplace wellness program. Your email address will not be published. Grab your copy today.
Download Now. Your culture will determine, for example, how your employees see your wellbeing initiatives, and how well they engage with them, too. After all, your employees should have the confidence to talk to their manages about any problems they may be having. But, this only works in a culture based on openness and trust.
Finally, every person and every employee is different. Cassandra leads the People Experience Team at Personio and her efforts have supported to grow Personio from to employees since October A sports enthusiast, foodie, and a people person through and through, Cassandra is an expert at connecting with people and bringing them together, too.
Feedback Performance. G Happening. Send Us a Message. Today we share a new guide to help charities understand, measure, evaluate and analyse their wellbeing impact. People are complicated, and measuring traditional outcomes can sometimes hide this complexity — and thereby hide the full impact of your activities. At the Centre we study this complexity, and the different things that make up our wellbeing: the quality of our health, work, relationships; how happy, anxious or satisfied we feel; how confident, purposeful, or connected our lives are.
Wellbeing can be measured by looking at observable factors like employment , as well as by looking at factors that are subjective to the person experiencing them, like how safe we feel. Charities and social enterprises have an impact on wellbeing of the people and, in most cases, the communities they work with.
Hopefully they improve wellbeing. However, the benefits of having a place to live may be undermined by the stress and uncertainty of constantly moving, by the inability of children to have stable schooling or friendships, and by the lack of connection to the local area. We know work is important for wellbeing, but if a new job leaves the newly-employed person feeling more isolated and unsafe, the unintended consequence is lower wellbeing.
Having a job is good — but having a good quality job is better , as the graph below shows. You probably already knew this.
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