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Template: Presentation to senior managers

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Title: Template: Presentation to senior managers


1
Template Presentation to senior managers
  • How to use this template
  • This template gives you a starting point to
    create a presentation to senior managers on
    workplace health and wellbeing. It includes
    slides and speaking notes. It can be changed as
    needed to suit your specific needs.
  • This template contains information on the
    benefits of workplace health and wellbeing
    programs, research outcomes, how to build a
    business case, and how to get started.
  • This template is designed for a 20-30 minute
    presentation to management, however you may wish
    to delete slides if you have less time available.
    To create a shorter version, it is recommended to
    remove slides 10, 12, 13, 14, 15, 20 and 21.
  • If you need assistance in tailoring this
    presentation to your organisation, contact
    WorkCovers Health and Wellbeing Advisors on 1300
    776 572.

2
Support available for workplace health and
wellbeing
  • Workcovers Health and Wellbeing Advisory
    Service
  • Purpose and structure for implementing a program
  • Ongoing support and practical advice
  • Presentations for staff and management
  • Resources and links to community organisations
  • Healthy Workplace Resource Toolkit
  • Information and templates to assist your
    workplace health and wellbeing program
  • Commonwealth-funded Healthy Workers Initiative
  • A preventive health partnership funded to 2018

3
  • 1300 776 572

4
Workplace health and wellbeing
  • What is it and what could it mean for your
    business?
  • Building the business case with return on
    investment
  • Linking health, safety and wellbeing
  • Implementing a workplace health and wellbeing
    program
  • Engaging your employees

5
Workplace health and wellbeing What is it?
  • A workplace that addresses the health of staff
  • by promoting healthy habits
  • by creating a healthy workplace environment.
  • A healthy workplace can have significant benefits
    to both workers and business.
  • A healthy workplace is good for business.

6
Workplace Health and Wellbeing What could it
mean for your business?
  • Short- to medium-term outcomes include
  • positive staff morale
  • staff who feel valued reduced turnover
  • greater staff recruitment
  • increased individual productivity
  • improved corporate image
  • Longer-term outcomes include
  • less staff absenteeism
  • reduction in workplace injuries
  • reduced workers compensation claims

7
Workplace Health and Wellbeing What could it
mean for your employees?
  • Greater life/job satisfaction
  • Improved work/life balance
  • Better performance
  • Less illness
  • Fewer injuries

8
Linking health and wellbeing with organisational
strategies
9
Workplace Health and Wellbeing What to expect
Adapted from Grossmeier, J, Terry, P, Cipriotti,
A Burtaine, J 2010, Best practices in
evaluating worksite health promotion programs,
The Art of Health Promotion (American Journal of
Health Promotion), Jan/Feb.
10
What the research has found
  • In 2005, a study1 comparing a healthy worker to
    an unhealthy worker found
  • healthy workers to be 3x more productive (49
    effective hours worked per month for an unhealthy
    worker compared to 143 hours for a healthy
    worker)
  • healthy workers had 9x less annual sick leave (2
    days annual sick leave for a healthy worker
    compared to 18 days for an unhealthy worker).
  • In 2008, research2 on the impact of workplace
    stress indicated
  • workplace stress is responsible for a loss of 3.2
    working days per employee per year
  • workplace stress-related presenteeism costs
    almost 2x the cost of workplace stress-related
    absenteeism
  • stress-related absenteeism and presenteeism costs
    Australian employers a total of 10.11 billion
    annually.
  • In 2011, a report3 concluded that presenteeism
  • causes an average of 6.5 days of productivity
    loss per employee per year
  • has an estimated annual cost of 34.1 billion to
    the Australian economy (2009-2010).
  • 1 Medibank Private 2005, The health of
    Australias workforce, Medibank Private,
    Australia.
  • 2 Medibank Private 2008, The cost of workplace
    stress in Australia, Medibank Private, Australia.
  • 3 Medibank Private 2011, Sick at work The cost
    of presenteeism to your business and the economy,
    Medibank Private, Australia.

11
Building the business case
  • Increased health risks are associated with a loss
    of employee productivity1
  • 96 of best practice Australian organisations
    implemented health and wellbeing initiatives
    during the last 12 months2
  • Organisations that dont promote health and
    wellness are 4 x more likely to lose talent
    within 12 months2
  • 1 Musich, S, Hook, D, Baaner, S Edington, D
    2006 The association of two productivity
    measures with health risks and medical conditions
    in an Australian employee population, American
    Journal of Health Promotion, vol. 20, no. 5, p.
    353.
  • 2 Health and Productivity Institute of Australia
    2010, Best-Practice Guidelines Workplace Health
    in Australia.

12
Calculating your return on investment
  • Calculate the financial impact a successful
    workplace health and wellbeing program can have
    on
  • absenteeism
  • staff turnover.
  • Use the ROI calculator
  • Visit www.workcover.tas.gov.au and look for the
    following logo

13
ROI calculator example
In the last 12 months, a company of 50 staff has
experienced a unplanned sick leave rate of 8.5
days per employee and has recruited 3 replacement
staff due to resignations. The average staff
salary is 50000. The company runs a shift roster
of 8-hour days and the average hourly wage is 25.
Absenteeism
Step 1 Estimate the total number of sick days in your organisation for the past 12 months
Total number of employees 50
Sick leave rate per employee per year (in days) 8.5
OR
Total number of sick days in the last 12 months 425
Step 2 Estimate the average hours worked per day and the hourly wage
Average hours worked per day 8
Average hourly wage () 25.00
Step 3 Determine the annual cost of staff sick leave
Total annual cost of staff sick leave 85,000.00
Step 4 Estimate the impact of a workplace health and wellbeing program
It is estimated that a successful workplace health and wellbeing program can decrease staff absenteeism by an average of 30-40. 1 It is estimated that a successful workplace health and wellbeing program can decrease staff absenteeism by an average of 30-40. 1
Reduction in sick leave 30
Total annual savings in sick leave achievable by implementing an effective workplace health and wellbeing program 25,500.00
1 PriceWaterhouseCoopers 2008, Building the case
for wellness, United Kingdom.
14
ROI calculator example
In the last 12 months, a company of 50 staff has
experienced a unplanned sick leave rate of 8.5
days per employee and has recruited 3 replacement
staff due to resignations. The average staff
salary is 50000. The company runs a shift roster
of 8-hour days and the average hourly wage is 25.
Staff turnover
Step 1 Estimate the number of employees who resigned in the last 12 months and their average annual gross wage
Total number of employees resigned in the last 12 months 3
Average annual gross wage () 50,000
Step 2 Determining the cost of replacing employees
It is estimated that the cost of replacing an employee is 75-150 of the employee's salary. 1
Cost of replacing an employee as a per cent of annual salary 75
Annual cost of replacing employees as a result of resignation 112,500
Step 3 Estimate the impact of a workplace health and wellbeing program
It is estimate that a successful workplace health and wellbeing program can decrease staff turnover by an average of 10-25. 2
Reduction in staff turnover () 10
Total annual savings in staff turnover achievable by implementing an effective workplace health and wellbeing program 11,250
Total annual savings
Savings made through reducing sick leave 25,500
Savings made through reducing staff turnover 11,250
Total annual savings as a result of implementing an effective workplace health and wellbeing program 36,750
1 Australian Human Resources Institute 2008,
Love em dont lose em identifying retention
strategies that work, HR Pulse Research Report. 2
PriceWaterhouseCoopers 2008, Building the case
for wellness, United Kingdom.
15
Value on investment
  • While we have focused on ROI, it is also
    important to focus on what other value a health
    and wellbeing program can offer
  • staff satisfaction
  • employee engagement
  • increased morale
  • being a valued member of a team.

16
Linking health, safety and wellbeing
  • You cant be a safe worker if youre not a
    healthy worker.
  • - Professor Dame Carol BlackExpert
    Adviser on Work and Health, Department of
    Health, England

17
Linking health, safety and wellbeing
  • Culture
  • Values
  • Health knowledge
  • Climate
  • Peer support
  • Policy
  • Healthy catering
  • Work/life balance
  • Flexible work hours
  • Social and emotional wellbeing
  • Physical settings
  • Workplace facilities
  • (Showers, drinking water, kitchen, equipment, etc)

SAFE WORK ENVIRONMENT Addressing the health and
safety concerns of your employees
Adapted from Walton K 2012, Heathy_at_Work
Professional Development, Department of Premier
and Cabinet, Tasmania.
18
Implementing a workplace health and wellbeing
program A key to success
Adapted from Public Sector Management Office
2009, Guidelines for implementing a workplace
health and wellbeing program, Department of
Premier and Cabinet, Tasmania.
19
Management and the implementation cycle
  • Management endorsement of workplace health and
    wellbeing is absolutely critical for program
    development.
  • Management support contributes more to program
    success than the content itself 1
  • What can you do as a manager
  • to support the program?
  • 1 ODonnell, MP 2001, Health Promotion in the
    Workplace, 3rd edn, Delmar Cengage Learning.

20
Employee engagement
Dont get pre-occupied with naysayers let your
health culture soften the group. Shifting each
individuals position closer to wellness champion
is the goal. - Dr Judd Allen President, Human
Resources Institute
Adapted from Allen, J 2008, Achieving a culture
of health The business case, Health Enhancement
Systems, United States.
21
Healthy eating A practical example
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