DCSIMG

Investing in staff makes business sense

The number of Scots of working age will reduce by 8 per cent, from 3.2 million in 2002 to 2.8 million in 2027, and the number aged 16 to 29 is expected to drop by almost 9 per cent. In this climate, recruiting, motivating and retaining staff is increasingly critical, especially for small firms where high staff turnover is disruptive.

Taking part in the Healthy Working Lives Award Programme helps firms manage these pressures by reducing absence, and increasing productivity and staff retention.

Customers expect high standards of health, safety and corporate responsibility. Participating in the Award Programme helps firms show they set higher standards for staff health and well being than their competitors do.

An award is a sign to employees and potential recruits, making it more likely they’ll choose to work (and stay) with an award-winning company. Supporting staff in their return to work can prevent the escalation of a condition, while low-cost interventions, such as a phased return to work or reducing workloads, can be effective. 

Pressure is reduced on employees covering for those who are absent, sick-pay costs are reduced, and productivity can be maintained. Equally as important, staff will feel supported and valued, making better prospects for retention.

The HWL Award Programme helps organisations to develop clear policies and practices that support staff during periods of illness and help them to remain at, or return to work.

Actively promoting health in the workplace has been proven to improve productivity. A Harvard Medical School study, which explored the links between health and productivity, revealed that a multi-component health promotion programme saw an 8.5 per cent improvement in work performance, absence reduced, and the return on investment was calculated at £3.73 for each £1 spent.

The HWL Award Programme offers a multi-component health, safety and wellbeing programme similar to that studied in the Harvard research.

 

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