Today, organisations increasingly acknowledge their workforce as their most valuable asset, understanding its pivotal role in driving productivity and success.
However, with healthcare costs on the rise annually, many struggle to provide affordable healthcare benefits.
This challenge is compounded by the fact that three-quarters of medical costs stem from preventable conditions, according to reports from the United States-based analytics and advisory company Gallup.
Beyond financial implications, poor health of your workforce translates to increased sick days, reduced performance, presenteeism, absenteeism and higher turnover rates.
Globally, the toll of burnout alone amounts to a staggering USD322 billion (about RM1,416 billion) in lost productivity annually.
Moreover, for every 10,000 employees, struggling workforce conditions could result in an additional USD20 million (about RM88 million) in lost opportunity.
Notably in Malaysia, data from the World Bank shows healthcare expenditure has risen to 4.12% of national GDP (gross domestic product) – a consistent increase over the past 20 years.
Not the same for all
From the “Great Resignation” to the “Big Stay”, the terrain of the modern workplace is as fluid as it is fickle.
At least the latter trend is music to HR’s ears, and one they’ll be hoping to remain for as long as possible.
Just as a happy employee is a healthy one, the emphasis on workforce health and well-being continues to climb, with corporate health screenings and wellness programmes becoming standard practice.
Some regions and industries have even mandated organisations to proactively address health risks through employee health checks.
Leveraging these policies, along with confidential aggregated data analytics, companies can theoretically gain insights into the health of their workforce and focus on targeted interventions where needed.
However, many organisations lack the resources, time or tools to track and analyse the health check data, and therefore, often resort to a one-size-fits-all approach to health checks and well-being programmes.
On the surface, implementing health checks and well-being initiatives may seem straightforward; however, the reality of getting them right is far more intricate.
This is especially true for companies that implement health and well-being programmes that are not specific to their employee population.
Therefore, the significant investments in the health, wellness and productivity of their employees may not achieve what is expected and may not reflect a return on investment.
Implementation is easy
Corporate health screenings and wellness programmes begin with good intentions.
Employers recognise the importance of fostering a healthy work environment and seek to provide resources that promote physical and mental well-being.
The setting-up of these programmes typically involves engaging with third-party providers, implementing software platforms and designing communication strategies to encourage employee engagement.
From health risk assessments to biometric screenings, the initial steps are relatively uncomplicated to execute.
In addition, the widespread adoption of digital tools and mobile applications has made it easier than ever to track and monitor various aspects of employee health and well-being.
Wearable devices, such as fitness trackers and smartwatches, provide real-time data on physical activity levels, sleep patterns and stress levels.
These technologies offer employers valuable insights into their workforce’s health status and enable targeted interventions to address specific needs.
However, the big question remains: What are companies or employees doing with this data?
Getting it right is challenging
Despite the apparent ease of implementation, ensuring the effectiveness and sustainability of corporate health screenings and wellness programmes is a complex endeavour.
Several factors contribute to the challenges involved:
One-size-fits-all approaches often fall short in addressing the diverse health needs of employees.
While generic wellness programmes may offer broad guidelines for healthy living, they may not resonate with individuals facing unique health challenges.
Employees have varying levels of motivation, readiness to change and preferences for wellness activities.
Without personalised interventions, engagement and long-term adherence are difficult to achieve.
Many corporate wellness programmes struggle to maintain momentum beyond the initial launch phase.
Without ongoing support, reinforcement and incentives, participation rates may dwindle over time, leading to diminished programme impact.
Employers must invest in strategies to keep wellness initiatives fresh, engaging and relevant to employees’ evolving needs.
This may involve introducing new activities, offering incentives for participation, marketing and communication, and fostering a culture from top down that values health and well-being.
With the growth of digital health technologies comes heightened concerns about data privacy and security.
Employers must navigate regulatory requirements and ethical considerations to ensure that employee health data is collected, stored and utilised responsibly.
Transparency and trust are essential for fostering employee buy-in and mitigating concerns about data misuse or breaches.
Successful and effective wellness programmes are deeply embedded within the culture of the organisation.
They align with company values, goals and priorities, reinforcing the message that employee well-being is integral to business success.
However, achieving this level of integration requires concerted effort from leadership, effective communication and ongoing commitment to fostering a supportive and healthy work environment.
While corporate health screenings and wellness programmes present inherent challenges, they also offer tremendous opportunities for promoting employee health and driving organisational performance.
To navigate the complexity and to get it right, employers must adopt a holistic approach that addresses the multifaceted dimensions of wellness.
This involves:
Find a provider or solution that provides a combination of bespoke health advisory with locally-delivered health checks to evaluate the health trends of your workforce.
Some companies may already have a wealth of health data, but may not know how or what to do with it.
Organisations need medical experts or health advisors to analyse and interpret these findings to identify risk groups or areas of focus, so that a dedicated wellness programme can be designed and implemented to directly address them.
Tailoring wellness initiatives to meet the diverse needs and preferences of employees is key to maintaining engagement and ensuring the longevity of the programme.
Surveys or assessments should be conducted periodically as part of the wellness programmes to keep in check its efficacies and levels of interests, and more importantly, the changes in health scores through the adoption of healthier lifestyles.
The significance of ensuring that these initiatives remain inclusive, accessible and sustainable for all employees cannot be underestimated.
Having a provider that can provide end-to-end services with an element of digitalisation and automation is crucial to keeping the costs low.
Despite many organisations already implementing some form of health checks and well-being programmes, the use of multiple providers to deliver different aspects of health and well-being programmes can result in increased costs and communication gaps.
These gaps may extend from health data analysis to the delivery of subsequent well-being initiatives.
By striking a balance between ease of implementation and effectiveness, companies can make the most of their employee’s health data and trends to design and deliver bespoke end-to-end health checks and occupational wellness activities targeted at addressing and mitigating actual risks, but more importantly, do so without digging deeper into their healthcare budget.
Ultimately, getting corporate health screenings and wellness programmes right requires a commitment to continuous improvement, adaptation and a genuine duty of care for the well-being of the workforce.
Dr Athenais Sivaloganathan is International SOS’ Health & Well-Being Health advisor. For more information, email starhealth@thestar.com.my. The information provided is for educational and communication purposes only, and should not be considered as medical advice. The Star does not give any warranty on accuracy, completeness, functionality, usefulness or other assurances as to the content appearing in this article. The Star disclaims all responsibility for any losses, damage to property or personal injury suffered directly or indirectly from reliance on such information.
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