HR’S TRADITIONAL TOOLS WILL NO LONGER CUT IT, AUTOMATION IS THE MACHINE OF THE FUTURE. ENABLING TEAMS TO FOCUS ON WHAT REALLY MATTERS AND CONCENTRATE ON STRATEGY AND VALUEADDED. BUT IN TRANSITION TO HYBRID AND REMOTE WORKING, MANY HAVE FAILED TO ADAPT SUFFICIENTLY TO ALIGN WITH THE UNPRECEDENTED CHANGES IN WORK. WHAT REALLY MARKS THIS NEW ERA OF WORK AS DIFFERENT IS THE IMPORTANCE OF SUPPORTING EMPLOYEE VOICE, GREATER MERITOCRACY AND AUTONOMY – ACROSS THE FLATTER AND DISPERSED WORKFORCE – AS WELL AS ACCESS TO BENEFITS, PROVISIONS AND SUPPORT ATTUNED TO REMOTE AND DESKLESS WORKING.

WHEN TRAVEL AND PHYSICAL CONTACT WERE RESTRICTED DURING THE PANDEMIC, ACCESSING HEALTH AND WELLBEING SERVICES BECAME A CHALLENGE THAT HAD TO BE OVERCOME. ADOPTION OF NEW WAYS OF SEEKING MEDICAL ASSISTANCE WERE FOUND AND NOW TECHNOLOGY IS HAVING A BIG IMPACT ON HOW HEALTH, WELLBEING AND PROTECTION SUPPORT IS TAILORED AND DELIVERED.

Post-pandemic, it is well reported that both MSK (musculoskeletal) and mental health absence are repeatedly the top two reasons for absence. Of the 1.8 million British workers who suffered from work related ill-health last year, a massive 51 percent of these new and long-standing cases were due to anxiety, depression and stress and 27 due to MSK disorders1 . This is costing UK business £23.5 billion through both absence and presenteeism2 . So having access to an emotional support helpline via an employee assistance programme and virtual physiotherapy support, can only help.

Clearly, the need to see someone in the flesh has greatly reduced, although there will always be some conditions where this is necessary. This is supported by the NHS, which encourages a blended treatment approach depending on the condition3 . But perhaps one of the more recent challenges is access to primary care, including GPs, which means that being able to access one remotely, at a time to suit you, often within 24 hours, can be invaluable. These services can be purchased – either as an integration of an employee benefit – or insurance product for example, private medical insurance, income protection, life assurance, a cash plan or they can be standalone services.

Essentially, wellbeing has four core pillars – emotional, physical, financial and social – and if a person is suffering in one of these areas, then it will likely impact the others. For example, the cost-of-living crisis is clearly impacting people’s financial wellbeing, but it also impacts their mental health and can affect their physical and social wellbeing as well. Here, technology comes into its own and can provide vital information from health and wellbeing risk profiles. This means that assumptions are not made about where to focus attention, as qualitative and timely data can drive targeted interventions and support when needed. It enables a strategic approach to be agreed and will likely drive more impact and better results in the longer term. Health risk assessments can also provide individuals with their own personalised report, helping them to build their understanding and subsequent resilience to their health risks, alongside the company being able to keep up-to-date with key trends.

The reality is, one of the biggest challenges is attracting and retaining the best people and so looking after health and wellbeing is one way to do this. According to Metlife’s ReMe report, 73 percent of employees will work harder for an employer who cares about them and 68 percent of employees feel that employers who care for their staff will attract the best talent. With a change in the working environment, where hybrid working is much more commonplace, being able to connect and communicate with all staff is a challenge. But if you are not communicating well, then staff engagement with the business will be lower. An engaged workforce will likely be more loyal, show lower absence and be more productive. Technology has meant that this broad communication is now more readily available and possible. Excessive use of technology is reportedly bad for wellbeing, it has to be said that the developments have only been for the good and have meant more people can access support more quickly.

REFERENCES
1. https://www.hse.gov.uk/statistics/causdis
2. www.centreformentalhealth.org.uk/sites/default/files/2018- 09/managing_presenteeism.pdf
3. www.england.nhs.uk/long-read/guide-to-adopting-remoteconsultations-in-adult-musculoskeletal-physiotherapy-services

FOR FURTHER INFO TOWERGATEHEALTHANDPROTECTION.CO.UK

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