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Performance and Productivity

Highly effective health and productivity strategies are linked to strong human capital and financial results in the large employer sector. Continuing investment in health and productivity programs is driven by the rising cost of employee illness and time away from work. The three pillars of employer health and productivity are:

  • Maintaining workforce health by integrating safety (injury prevention) and wellness (health promotion), offering on-site and other primary/preventive services for physical and mental health, and addressing the health and productivity impact of a diverse and aging workforce.

  • Optimizing performance and productivity through absence management, employee engagement and life balance (including flexible work/telework, next generation EAP, caregiving and family services).

  • Measuring investment in and return on human capital using common metrics and benchmarking across large employers and industry sectors.

Total workforce availability and engagement is impacting every employer's bottom line. Significant cost and productivity losses are attributable to health-related absence: sick leave, short- and long-term disability, injuries covered by workers compensation, and family medical leave (FMLA). Employers directly fund much of the cost for sick, disabled and injured employees, as well as the cost of replacement workers. Lack of engagement at work due to presenteeism (on the job but not fully present) or to organizational factors unrelated to health reduces workforce effectiveness even further.

Institute on Health, Productivity and Human Capital
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