Video summary
Having clear aims and metrics for your wellbeing programme helps you be more precise in your recommendations, taking wellbeing from a ‘nice-to-have’ to an essential business priority. While you might use industry averages to establish a baseline, metrics designed around your own workforce are always more compelling. Closely monitoring your wellbeing activities helps you gets buy-in for future investment, demonstrate impact and know when to make changes to your approach. Some key metrics to consider include:- Employee absences
- Mental health days off
- Engagement and productivity
- Cost to recruit
- Onboarding time and cost
- Employee turnover