These indicators also help HR professionals to make data-driven decisions that can lead to increased productivity, reduced healthcare expenditures, and a more satisfied workforce. Ultimately, KPIs serve as a valuable tool in aligning health and wellness initiatives with the organization's overall strategic goals, fostering a supportive work environment that promotes the physical and mental health of employees.
KPI |
Definition
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Business Insights [?]
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Measurement Approach
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Standard Formula
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Absenteeism Rate More Details |
The percentage of employees who are absent due to illness or injury.
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Helps to identify trends in employee absenteeism, which could indicate workplace issues or employee dissatisfaction.
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Number of workdays lost due to absence divided by the total number of available workdays.
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(Total Number of Absent Days / Total Number of Available Workdays) * 100
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- A rising absenteeism rate may indicate a decline in employee health and well-being, potentially due to increased stress or workplace dissatisfaction.
- A decreasing rate could signal improved workplace wellness initiatives or a healthier work environment.
- Are there specific departments or teams with consistently higher absenteeism rates?
- How does our absenteeism rate compare with industry benchmarks or seasonal variations?
- Implement flexible work arrangements or telecommuting options to accommodate employees' personal needs and reduce absenteeism.
- Provide wellness programs, mental health resources, and stress management support to improve overall employee well-being.
- Conduct regular employee surveys to identify potential sources of workplace dissatisfaction and address them proactively.
Visualization Suggestions [?]
- Line charts showing absenteeism rates over time to identify trends and patterns.
- Pie charts to compare absenteeism rates across different departments or teams.
- High absenteeism rates can lead to decreased productivity and increased workload for remaining employees.
- Chronic absenteeism may indicate underlying issues in workplace culture or management that need to be addressed.
- Employee attendance tracking systems to monitor and analyze absenteeism patterns.
- Employee wellness platforms to provide resources and support for improving overall well-being.
- Integrate absenteeism data with performance management systems to identify potential correlations between absenteeism and job satisfaction.
- Link absenteeism tracking with HR systems to streamline leave management and identify potential patterns or issues.
- Reducing absenteeism can lead to increased productivity and employee satisfaction, but may require initial investment in wellness programs and resources.
- Conversely, high absenteeism rates can impact team dynamics, project timelines, and overall organizational performance.
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Alcohol and Substance Abuse Recovery Rate More Details |
The success rate of recovery programs for employees dealing with alcohol and substance abuse.
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Provides insights into the effectiveness of substance abuse support and recovery programs offered by the employer.
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Number of employees who have successfully recovered from substance abuse divided by the total number of employees participating in recovery programs.
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(Number of Employees Recovered / Number of Employees in Recovery Programs) * 100
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- An increasing alcohol and substance abuse recovery rate may indicate improved access to treatment programs or a positive shift in organizational culture towards supporting recovery.
- A decreasing rate could signal a lack of effective support systems, increased stigma, or a rise in substance abuse issues within the workforce.
- Are there specific departments or teams with higher or lower recovery rates, and what factors may be contributing to these differences?
- How does the recovery rate compare to industry benchmarks or best practices, and what areas need improvement?
- Implement employee assistance programs (EAPs) that provide confidential support and resources for employees dealing with alcohol and substance abuse.
- Offer training for managers and HR staff on recognizing signs of substance abuse and providing appropriate support and referrals.
- Create a supportive and non-judgmental environment that encourages employees to seek help and participate in recovery programs.
Visualization Suggestions [?]
- Line charts showing the recovery rate over time to identify any significant increases or decreases.
- Pie charts to compare recovery rates across different departments or demographics within the organization.
- A low recovery rate may lead to increased absenteeism, decreased productivity, and potential safety risks in the workplace.
- High relapse rates among employees can indicate a need for more comprehensive and ongoing support services.
- Utilize HR software with built-in tracking and reporting features to monitor recovery program participation and outcomes.
- Explore telehealth platforms that offer virtual counseling and support services for employees in need of assistance.
- Integrate recovery program data with performance management systems to identify any correlations between recovery success and job performance.
- Link recovery rate metrics with employee engagement surveys to understand the impact of support programs on overall job satisfaction and well-being.
- Improving the recovery rate can lead to a more engaged and productive workforce, reducing turnover and associated recruitment costs.
- Conversely, a low recovery rate may contribute to a negative work environment, affecting overall employee morale and organizational culture.
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Average Sick Days Per Employee More Details |
The average number of sick days taken per employee, indicating overall health levels.
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Sheds light on overall employee health and potentially identifies the need for wellness initiatives.
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Total number of sick days taken by employees divided by the total number of employees.
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Total Number of Sick Days Taken / Total Number of Employees
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- An increasing average sick days per employee may indicate declining overall health levels or increased stress in the workplace.
- A decreasing average sick days per employee can signal improved wellness programs, better work-life balance, or a healthier work environment.
- Are there specific departments or teams with consistently higher sick day rates?
- How does our average sick days per employee compare with industry benchmarks or similar organizations?
- Implement wellness initiatives such as fitness programs, mental health resources, and healthy eating options.
- Encourage flexible work schedules and remote work options to support work-life balance.
- Provide education and training on stress management and mental health awareness.
Visualization Suggestions [?]
- Line charts showing the trend of sick days per employee over time.
- Comparison bar charts displaying sick day rates by department or location.
- High average sick days per employee can lead to decreased productivity and increased workload for other employees.
- Chronic high sick day rates may indicate underlying issues in workplace culture or employee well-being that need to be addressed.
- Employee wellness tracking software to monitor sick day trends and identify areas for improvement.
- Health and wellness apps to encourage and track employee participation in wellness programs.
- Integrate sick day tracking with HR systems to better understand the correlation between wellness programs and sick day rates.
- Link sick day data with employee performance evaluations to identify potential impacts on productivity and engagement.
- Reducing average sick days per employee can lead to increased productivity and employee satisfaction, but may require initial investment in wellness programs.
- Conversely, high sick day rates can impact team dynamics, project timelines, and overall organizational performance.
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CORE BENEFITS
- 69 KPIs under Health and Wellness
- 15,468 total KPIs (and growing)
- 328 total KPI groups
- 75 industry-specific KPI groups
- 12 attributes per KPI
- Full access (no viewing limits or restrictions)
FlevyPro and Stream subscribers also receive access to the KPI Library. You can login to Flevy here.
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Navigate your organization to excellence with 15,468 KPIs at your fingertips.
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Back Injury Rate More Details |
The incidence rate of back injuries among employees, which can be influenced by workplace ergonomics and safety practices.
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Indicates the effectiveness of workplace ergonomics and safety measures related to preventing back injuries.
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Number of reported back injuries divided by the total number of employees, typically per 100 employees.
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(Number of Back Injuries / Total Number of Employees) * 100
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- Increasing back injury rates may indicate a need for improved workplace ergonomics and safety training.
- Decreasing rates could signal the effectiveness of implemented safety practices and ergonomic improvements.
- Are there specific job roles or tasks that are more prone to causing back injuries?
- How does our back injury rate compare with industry standards or best practices?
- Provide regular training on proper lifting techniques and ergonomic workstation setup.
- Encourage employees to report any discomfort or pain early to prevent potential back injuries.
- Implement regular ergonomic assessments and adjustments for workstations.
Visualization Suggestions [?]
- Line charts showing the trend of back injury rates over time.
- Pie charts to compare the distribution of back injuries across different job roles or departments.
- High back injury rates can lead to increased absenteeism and decreased productivity.
- Chronic back injuries may result in long-term health issues for employees.
- Utilize ergonomic assessment tools to evaluate and improve workplace ergonomics.
- Implement incident reporting software to track and analyze back injury incidents.
- Integrate back injury data with employee performance evaluations to identify potential correlations.
- Link with HR systems to ensure that employees receive proper training and support to prevent back injuries.
- Reducing back injury rates can lead to lower healthcare costs and improved employee morale.
- However, investing in ergonomic improvements may require initial financial resources.
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Behavioral Health Claim Rate More Details |
The frequency of behavioral health claims submitted to the employer-sponsored health insurance.
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Reveals the prevalence of behavioral health issues within the organization and the possible need for enhanced mental health support.
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Number of behavioral health claims filed divided by the total number of employees.
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(Number of Behavioral Health Claims / Total Number of Employees) * 100
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- An increasing behavioral health claim rate may indicate a growing need for mental health support in the workforce.
- A decreasing rate could signal the effectiveness of wellness programs or improved access to mental health resources.
- Are there specific departments or job roles with higher rates of behavioral health claims?
- How does our behavioral health claim rate compare with industry benchmarks or with previous years?
- Offer mental health awareness and support training for managers and employees.
- Provide access to Employee Assistance Programs (EAPs) or telehealth services for mental health support.
- Promote a culture of work-life balance and stress management through flexible work arrangements and wellness initiatives.
Visualization Suggestions [?]
- Line charts showing the trend of behavioral health claim rates over time.
- Pie charts comparing the distribution of behavioral health claims across different job roles or departments.
- A high behavioral health claim rate may indicate increased stress and burnout among employees, leading to decreased productivity and morale.
- Ignoring a rising claim rate could result in higher turnover and increased healthcare costs in the long run.
- Utilize HR software with built-in analytics to track and monitor behavioral health claim rates.
- Implement mental health assessment tools or surveys to proactively identify areas of concern within the workforce.
- Integrate behavioral health claim data with performance management systems to identify potential impacts on job performance and engagement.
- Link with employee feedback platforms to gather insights on workplace stressors and mental health support needs.
- Improving the behavioral health claim rate can lead to a more engaged and productive workforce, positively impacting overall organizational performance.
- However, addressing mental health issues may require investment in support programs and resources, impacting budget allocation.
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Biometric Screening Compliance Rate More Details |
The percentage of employees who participate in biometric screenings offered by the employer.
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Assesses the level of employee engagement in preventative health practices.
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Number of employees who completed biometric screenings divided by the number of employees required to do so.
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(Number of Completed Biometric Screenings / Number of Required Biometric Screenings) * 100
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- A rising biometric screening compliance rate may indicate a positive shift in employee engagement and wellness initiatives.
- A decreasing rate could signal a need for reevaluation of the screening process, communication strategies, or incentives for participation.
- Are there specific barriers preventing employees from participating in biometric screenings?
- How does the compliance rate vary across different departments or locations?
- Offer flexible scheduling for screenings to accommodate different shifts and work hours.
- Provide education and awareness campaigns to emphasize the importance of biometric screenings for overall health and wellness.
- Implement incentives such as wellness program rewards or premium discounts for employees who participate in screenings.
Visualization Suggestions [?]
- Line charts showing compliance rate trends over time.
- Pie charts comparing compliance rates across different employee groups.
- Low compliance rates may indicate a lack of employee buy-in to wellness initiatives, potentially leading to higher healthcare costs in the long run.
- Inaccurate or incomplete biometric data due to low participation can impact the effectiveness of wellness programs and health risk assessments.
- Employee wellness platforms with built-in biometric screening tracking and reporting capabilities.
- Health risk assessment tools that can integrate biometric screening data for a comprehensive view of employee health.
- Integrate biometric screening compliance data with employee engagement and satisfaction surveys to identify potential correlations.
- Link compliance rates with healthcare utilization data to assess the impact of screenings on overall health management.
- Improving the compliance rate can lead to better health outcomes for employees, potentially reducing absenteeism and improving productivity.
- Conversely, a low compliance rate may indicate a need for additional resources or support for employees to prioritize their health and wellness.
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In selecting the most appropriate Health and Wellness KPIs from our KPI Library for your organizational situation, keep in mind the following guiding principles:
It is also important to remember that the only constant is change—strategies evolve, markets experience disruptions, and organizational environments also change over time. Thus, in an ever-evolving business landscape, what was relevant yesterday may not be today, and this principle applies directly to KPIs. We should follow these guiding principles to ensure our KPIs are maintained properly:
By systematically reviewing and adjusting our Health and Wellness KPIs, we can ensure that your organization's decision-making is always supported by the most relevant and actionable data, keeping the organization agile and aligned with its evolving strategic objectives.