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Engagement

A growing number of senior leaders rank employee engagement as a top priority for their organizations. Studies show that engaged employees are healthier and more productive. However, according to the 17th Annual Towers Watson/National Business Group on Health Employer Survey, 57% of large employers say that a lack of employee engagement is their biggest obstacle to managing employee health.1 Moreover, employers also struggle to engage employees in their work; a recent study found that fewer than one in three employees worldwide consider themselves engaged in their jobs.2

Faced with these challenges, employers are focused on developing a comprehensive strategy that will engage employees in their wellness, health care decisions and job performance. Research shows that healthy employees have lower health care costs; are more productive, creative and resilient; and provide greater intellectual capital to the organization.3,4,5

Resources and approaches for increasing employee engagement include:

  • Creating a supportive work environment and making employee engagement an executive priority
  • Utilizing financial incentives and cost sharing
  • Designing effective communications strategies to educate, motivate and persuade employees to take action
  • Offering tools and resources to help employees make informed decisions
  • Motivating employees to peak performance through effective rewards and recognition programs

Relevant Tools and Resources Include:


References (show references)

1 Towers Watson and National Business Group on Health.17th annual employer survey on purchasing value in health care. http://www.businessgrouphealth.org/pub/f30df270-2354-d714-516c-1759c8c5329b. Accessed March 8, 2012.

2 BlessingWhite. 2011 state of employee engagement report. 2011.

3 Reidel JE, Lynch W, Baase C, Hymel P, Peterson KW. The effect of disease prevention and health promotion on workplace productivity: a literature review. Am J Health Promot. 2001;15:167-191.

4 Riedel JE, Grossmeier J, Haglund-Howieson L, Buraglio C, Anderson DR, Terry PE. Use of a normal impairment factor to gauge avoidable productivity loss due to poor health. JOEM. 2009 Mar;51(3):283-295.

5 Boles M, Pelletier B, Lynch W. The relationship between health risks and work productivity. JOEM. 2004;46(7): 737-745.

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