Promising practices for health and wellbeing at work

RAND Corporation | July 2018 | Promising practices for health and wellbeing  at work

The report, commissioned by Public Health England (PHE) presents the findings of  a set of case studies, which show promising examples of how to develop an evidence base for workplace health and wellbeing initiatives across different workplace wellbeing areas. It is designed to enable organisations to consider better whether interventions are having a positive health outcome and how to capture and gauge the evidence.

 

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Key Findings

  • Findings highlight interesting examples of promising practice. Substantial levels of evidence for health and wellbeing outcomes were not greatly forthcoming. This does not mean necessarily that these interventions are less effective, but that academically rigorous methods of data collection or evaluation are not being used to underline their effectiveness.
  • The data provided included health measures, business indicators, and other forms of feedback. Some interventions were able to collect data about the direct change in individuals’ health and wellbeing outcomes, others focused more on perceptions and confidence in dealing with health issues.
    Mental Health featured strongly amongst the submissions received.
    A strong number of submissions were received on Mental Health showing the current focus on the issue by organisations. RAND were also encouraged to see submissions on the subjects of domestic violence, sleep and menopause. No submissions were received specifically on the subject of financial resilience or smoking. This may not necessarily mean that these topics do not feature in the wellbeing landscape, only that that they did not feature in the submission body

Recommendations

  • Small and medium sized organisations can learn from their peers to find approaches that match their size and aspirations.
  • The increasing focus on workplace wellbeing provision should not come at the expense of effective workplace management cultures.
  • The design and implementation of evaluation approaches should be borne in mind from the outset.
  • Qualitative and subjective evaluation methods of feedback as well as quantitative and objective data sets may support a better understanding of employee experiences of workplace wellbeing.
  • Organisations should not put off using basic evaluation tools to begin with: what gets measured gets done. (Source: RAND)

The full eBook is available to download from RAND 

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