Measuring and delivering 'impact' of well-being programs With the well-being agenda on the priority list for organisations globally, HR leaders need to innovate strategies to measure the impact of health schemes and enable a work culture that takes care of its people at all times, in the face of every challenge By Asmaani Kumar
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The need to measure ROI
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he well-being agenda has been on the priority list for HR leaders for quite some time but in the post-pandemic world, there is a rise in the urgency to implement programs that take into account all aspects of well-being. Offering support to one another to move through these challenging months is critical to building a workforce that is not simply resilient but is also motivated to live up to their full potential. People are at the heart of any organisation’s journey to deliver impact and innovate and hence, how well-being initiatives are carried out | november 2021
must be continuously evaluated and changed accordingly. This is where the importance of measuring ROI comes in. Any HR initiative that an organisation carries out requires developing a business case and this applies to well-being programs as well. In order to tailor such programs to meet organisational needs, continuous investments need to be made. Be it to drive business growth or ensure a positive employee experience, no organisation can seek to achieve results without keeping the people first.
Gartner’s survey of 50 HR leaders conducted this year showed that 64% of companies provided new well-being offerings to support their staff, while 34% of companies expanded access to their existing offerings. This is evidence of the increasing emphasis on well-being programs among HR leaders and their staff but the challenge of measuring its impact will continue to be prevalent. But leaders must overcome this challenge if they want to cater to the physical and mental wellbeing of their employees. Kalpak Huddar, HR Head - India & ANZ rightly points out, ‘You should measure ROI in every investment you make. It tells you if the investment is effective or not. More than ROI, we should call them “effect metric". Any engagement that addresses employee well-being and wellness would result in healthier and happier employees which in turn drives better productivity and customer satisfaction.” An interesting point which Sue Steel, Chief People &
