The Science That Underpins Our Corporate Wellness Service
A study published in The Journal of Management Science1 found that expert led wellness initiatives increased productivity of employees by 10%. Finally, a meta-analysis that investigated savings on budgets found that every $2 invested in health and wellness programmes resulted in a saving of at least $5 on presenteeism and medical costs2.
Similarly, Pelletier et al.3 found that expert led wellness interventions at work improved presenteeism by 8% versus those that did not attend the course. These interventions also have a positive impact on reducing absenteeism, ensuring your staff are at work and doing their job is a vital part of reducing the £554 per year spent per employee. Fitzgerald et al.4 compared individuals that completed a workplace wellness intervention against a control group and the group that took part decreased their yearly sick days by 3.5.
Finally, a study published in The American Journal of Health Promotion5 found that perceived workplace wellness support is positively associated with employee productivity. In essence, your return of investment in an expert lead wellness programme is limitless in the sense that you will save money on budgets and increase work output through presenteeism and decreased absenteeism from your staff.
A common trait in the Central London office is a dip in energy from 1-3pm. This lack of productivity during these hours is reducing your work output, potential revenue and success. The reason for this dip in energy is poor glucose control in response to your staff’s lunch. A study published in Frontiers in Nutrition6 found that diets rich in sugar reduce cognitive function versus diets consisting of unsaturated fats and low glycaemic index carbohydrates.
Furthermore, the mechanisms that mediate this response lie with hypoglycaemia and insulin secretion and a study published in Value Health7 found that reducing hypoglycaemic events improve workplace productivity. This is where we can have an impact. We will improve your staff’s ability to concentrate and function at their best through expert delivered Nutrition and wellness education. Your ROI will be exponential and you aim to reduce the money you spend on absenteeism and presenteeism by at least 10%.
Does your organization struggle to create informal networks within your office? A recent study8 found that organizations with strong social networks outperformed those that did not. Our groups, along with the positive outcomes already discussed, will create informal networks which create collaboration and discussions between departments. Say goodbye to cake day or sports day, but implement a tax-deductible workplace wellness scheme that improved staff motivation, happiness and health whilst promoting friendship.
- Gubler, T., Larkin, I., & Pierce, L. (2017). Doing well by making well: The impact of corporate wellness programs on employee productivity. Management Science, 64(11), 4967-4987.
- Baicker, K., Cutler, D., & Song, Z. (2010). Workplace wellness programs can generate savings.Health affairs, 29(2), 304-311.
- Pelletier, B., Boles, M., & Lynch, W. (2004). Change in health risks and work productivity over time. Journal of Occupational and Environmental Medicine, 46(7), 746-754.
- Fitzgerald, S., Kirby, A., Murphy, A., & Geaney, F. (2016). Obesity, diet quality and absenteeism in a working population. Public health nutrition, 19(18), 3287-3295.
- Chen, L., Hannon, P. A., Laing, S. S., Kohn, M. J., Clark, K., Pritchard, S., & Harris, J. R. (2015). Perceived workplace health support is associated with employee productivity. American Journal of Health Promotion, 29(3), 139-146.
- Lowette, K., Roosen, L., Tack, J., & Vanden Berghe, P. (2015). Effects of high-fructose diets on central appetite signaling and cognitive function. Frontiers in nutrition, 2, 5.
- Brod, M., Christensen, T., Thomsen, T. L., & Bushnell, D. M. (2011). The impact of non-severe hypoglycemic events on work productivity and diabetes management. Value in Health, 14(5), 665-671.
- Mehra, A., Kilduff, M., & Brass, D. J. (2001). The social networks of high and low self-monitors: Implications for workplace performance. Administrative science quarterly, 46(1), 121-146.
Invest In Corporate Wellness
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