Digital transformation of occupational health programs has been instrumental in helping businesses identify health risks more proactively and deliver health services more efficiently. Yet, despite these successes, a critical factor for better workforce health and wellness is often forgotten – employee engagement. Harnessing the power of technology has become essential in empowering better wellness in companies and organizations worldwide. By leveraging innovative tools and solutions, organizations can foster a holistic approach to employee well-being, driving higher engagement and ultimately enhancing productivity. In this article, we’ll be looking at the following:
- Key factors influencing occupational health programs
- Using technology to drive engagement in employee health
- Implementing health and wellness programs
Key Factors Influencing Occupational Health Programs
When designing and implementing occupational health programs within your organization, it is crucial to consider the key factors that contribute to their effectiveness and success. Below, we break down five factors that are essential for a comprehensive and impactful health program.
#1: Mental health and well-being. According to Verdantix, 25% of enterprise firms plan to increase budgets for specific mental health and well-being initiatives over the following few years.1 Furthermore, 94% of EHS decision-makers believe mental health and well-being will become increasingly integrated with their occupational health programs. Recognizing the importance of mental health in the workplace and providing resources and support can significantly enhance employee well-being and productivity.
#2: Demographics of the workforce. As your organization continues to evolve, it becomes essential to tailor health and wellness programs to meet the diverse needs of employees. In particular, the proportion of older workers is expected to rise and grow through 2050.2 Research highlights that older workers experience fewer injuries on the job, but when injury and illness incidents occur, they often require more time to heal.3 Understanding the changing composition of the workforce and adapting programs accordingly can ensure inclusivity and maximize participation.
#3: Leverage health data analytics. This enables businesses to proactively predict and address occupational hazards, identify emerging threats, and intervene preemptively. Equipping clinicians with better data-driven insights will help them detect issues early and help mitigate the risk of illness-related absences and decreased productivity. By harnessing the power of data, organizations can enhance workplace safety and protect employee well-being.
#4: Climate-related health risks. These are becoming increasingly important in occupational health programs. Climate change can affect human health in two main ways: by changing the severity or frequency of health problems already affected by climate or weather factors; and by creating unprecedented or unanticipated health problems or health threats in places where they have not previously occurred.4 With the growing impact of climate change, organizations need to recognize and mitigate the potential health risks associated with extreme weather events and changing environmental conditions.
#5: Foster workforce engagement. Engaged employees are crucial for the success of occupational health programs. On average, employers in the United States spend approximately $3 million annually on their workplace wellness initiatives.5 Yet, despite this investment, average employee participation rates in those initiatives are at most 25%6, either due to workers viewing the programs as inconvenient or not applicable to them or their health needs. Encouraging employees to actively participate and take ownership of their well-being through innovative initiatives and incentives can drive higher engagement levels and overall program effectiveness.
Interested in learning more about employee engagement? Check out our eBook, Employee Engagement: The Key to Better EHS.
Using Technology to Drive Engagement in Employee Health
To drive better engagement in occupational health, employers can harness the power of digital transformation solutions to help achieve their goals. From mobile solutions, to A.I., to telehealth–the more interconnected your workforce is, the stronger your employee health outcomes will be.
Mobile solutions allow you to empower employees to take a leading role in managing their health. Mobile solutions provide employees with the convenience of requesting and scheduling appointments and submitting health questionnaires, which help eliminate traditional barriers to participation.
Telehealth options can also reduce barriers to healthcare participation. Virtual health tech tools overcome the obstacle of convenience, making it easier for employees to access health services. In fact, studies show that 43% of U.S. adults express a willingness to utilize telehealth if it were readily available. Employers can capitalize on this growing interest by offering telehealth services to their workers.
Connected devices, such as wearable fitness trackers, enable users to monitor their health measures in real-time, including heart rate and activity levels. A recent NYU study found that the use of wearables was associated with lower personal health risk factors concerning short-term factors (e.g., blood pressure) and longer-term measures (e.g., hospital visits per year).7 The study found that by making health data visible and readily available, individuals become more aware of potential health risks and are more likely to seek preventative healthcare before more chronic health conditions develop.
A.I. technology also plays a crucial role in occupational health by analyzing data, uncovering trends, and providing insights that help identify and control health risks in the workplace. A.I. also offers possibilities for reducing health risks altogether by identifying patterns and suggesting interventions. By embracing these technological advancements, employers can enhance engagement in occupational health, empower employees to prioritize their well-being, and ultimately create a healthier and more productive workforce.
Implementing Health and Wellness Programs
The initial stages of developing a health and wellness strategy for your company can be tedious, but the end results are well worth it. Luckily, with the help of modern tech solutions, the process can become much easier. Using mobile solutions, telehealth, connected devices, and A.I. technology will offer immense support for employee wellness.
When beginning this process, it’s important to include company leaders in the development and implementation of these programs. Make sure people from all departments are engaged, and that workers across multiple teams are having their needs addressed. To do this, start with pilot programs and get direct input and feedback from employees. And don’t forget to establish metrics and continually check-in, evaluate, and make adjustments as needed!
By embracing tech-based strategies, companies can cultivate a culture of wellness that not only benefits employees but also drives overall organizational success. These tech solutions offer a transformative path towards a healthier and more engaged workforce–one that will become more and more prominent in the years to come.
References
1 Sayers, C. & Pennington, B. October 2021. Global Corporate Survey 2021: EHS Budgets, Priorities and Tech Preferences. Verdantix.
2 Hayutin A, Beals M, Borges E. The Aging U.S. Workforce: A Chartbook of Demographic Shifts. Stanford Center on Longevity; 2013. http://longevity3.stanford.edu/
3 Bohle P, Pitts C, Quinlan M. Time to call it quits? The safety and health of older workers. Int J Health Serv. 2010;40:23-41.
4 Balbus, J., A. Crimmins, J.L. Gamble, D.R. Easterling, K.E. Kunkel, S. Saha, and M.C. Sarofim, 2016: Ch. 1: Introduction: Climate Change and Human Health. The Impacts of Climate Change on Human Health in the United States: A Scientific Assessment. U.S. Global Change Research Program, Washington, DC, 25–42. http://dx.doi.org/10.7930/J0VX0DFW
5 Kent, J. April 2019. Larger employers to average $3.6M on wellness programs in 2019. Health Payer Intelligence. Accessed at https://healthpayerintelligence.com/news/large-employers-to-average-3.6m-on-wellness-programs-in-2019
6 Harvey, M. August 2016. Can technology drive engagement in wellness programs? Hero Health. https://hero-health.org/blog/can-technology-drive-engagement-in-wellness-programs/
7 Ghose, A. May 7, 2021. Do health apps really make us healthier? Harvard Business Review. Accessed at https://hbr.org/2021/05/do-health-apps-really-make-us-healthier?
