HR Professional - February/March 2009 - (Page 32) COVER STORY O n e l e a d e r i s C h i c a g o ’s Bank One Corp., which undertook a health and productivity survey of its employees, identified the most prevalent health risks and implemented wellness initiatives to help prevent the most common conditions: musculoskeletal disorders, depression, fatigue, chronic pain, sleeping problems, high cholesterol, arthritis, obesity and anxiety. Rather than losing productivity, the bank provided health education and resources to help staff resolve their issues. “It all goes to the idea that human capital is an asset, not a burden,” says Dr. Keogh. ENGAGEMENT Unfortunately, there’s more to presenteeism than feeling under the weather. There’s also an engagement factor, according to Rod Phillips, president of Shepell-fgi, a national provider of workplace health and productivity services. Basically, if you’re feeling disconnected to your work, you’re less likely to do your work. “Many look at it in the context of someone’s estrangement from Get a window on your workplace with a presenteeism their employer due to the increase questionnaire: Health and Performance Questionnaire in part-timers or contractors,” (www.hcp.med.harvard.edu/hpq), Stanford Presenteeism Scale says Phillips. Others point to (www.eapsolutions.com/for_providers/pdf/sps-6.pdf). an evolving workforce and changes in the nature Educate employees about spreading illness and germs through workshops and of work—like being lunch and learns. on the job 24/7 via technology. Host a flu shot clinic. “ P lu s , w e now have Send sick workers home and mandate they stay home to reduce the spread of germs. access to m or e d i s t r a c t io n s l i k e t h e Internet. “At the end of the day, it all boils down to the relationship between individuals and their work,” he says. “And ultimately, it’s solved (or not solved) by the level of employee engagement and their willingness to get the job done.” Phillips says a fix involves examining the work people do and making it as purposeful as possible. “A lot of that has to do with how the job interacts with others, how the job is structured in terms of people having control over their environment and job design—how a job is done and how the work is organized.” But the macro piece is culture. “There’s a culture of engagement where people are valued and where output and achievement are recognized. There’s a sense that what you do matters and that people n o t i c e — a n d i t ’s sincere.” ‘‘ human capital p is an asset ’’ CLOSER TO HOME 1 2 3 4 5 Offer paid sick leave. 6 7 8 Boost morale by offering flexible work arrangements. Encourage employees to use their EAP programs to combat stress and depression. Subsidize employee health club and fitness activities and equipment. 32 F e b r u a r y / M a r c h 2 0 0 9 HR P ROF ES SI O N AL http://www.hcp.med.harvard.edu/hpq http://www.eapsolutions.com/for_providers/pdf/sps-6.pdf
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