Why investing in preventative health is the best business decision you’ll make

When it comes to your employees, what’s the worst-case scenario for your business? If you’re imagining a severe staff shortage – or constant, unexpected absences across your workforce that throw all your planning into chaos – there are ways to mitigate this.

A robust healthcare plan that focuses on prevention leads to healthier employees who are more present at work – both physically and mentally. Which means a healthier bottom line for your business.

The benefits of preventative healthcare

There are several reasons why a healthy workforce can have a direct impact on profit and loss. When you invest in a healthcare plan and start supporting your employees through preventative health checkups, you’ll be able to manage costs, plan for absences, and have a wider view of the health of your people. So, you won’t be caught by surprise when they need healthcare.

We surveyed 7,272 employees to get their views^[1]:

• 52% felt a robust company health plan improves productivity
• 40% felt it improves loyalty
• 56% said it builds positive workplaces

By making them feel valued for their contribution to work and helping their well-being, preventative healthcare encourages your people to remain committed to their jobs, helping reduce your staff turnover rate.

Trends within the healthcare industry show that burnout, mental health issues, and other disruptive incidents significantly decrease when companies invest in healthcare. The long-term value of this can’t be understated.

Guiding your people through stigma

There are barriers to be considered too. No matter how robust your healthcare plan, an unfortunate reality is that stigmas, taboos, and cultural pressures can make people reluctant to seek help when they need it. In the Middle East and Asia, this is particularly true when it comes to mental health.

To counteract these issues, introduce culturally tailored interventions that cater to the beliefs, behaviours, and values of the groups in question. Hold awareness sessions in multiple languages and contexts so it’s as easy as possible for people to understand and be fully aware of their options. Train managers so they know to identify and support people who need help, and make mental health first aiders available to all.

Crucially, make clear to your staff that all conversations about their health are confidential, and adopt language that is warm, encouraging, and sympathetic.

Reaching every employee where they are

You may also want to hold sessions for general preventative health awareness. Even something as simple as being able to understand the details of their health plan and coverage options could be crucial for uptake. Make sure your people know where they can find more information, and who to ask for guidance and help.

As you plan your communications, it’s also important to look at the nature of the jobs in your business. With the emergence of blended working – with employees able to work from anywhere – this task is no longer straightforward. Keep in mind you’ll need to take a different approach to reach virtual or remote workers effectively and will need to look closely at timings if your workforce is a mix of shift- and non-shift-based roles.

Whatever their makeup, your employees will appreciate the following approaches towards your communication strategy:

• Try to make sessions interactive and involve subject matter experts
• Schedule sessions that work alongside your employee calendar
• Accommodate the unique needs of diverse groups by working with specialists who can engage with them on their wavelength
• Meet your people where they are to improve uptake and show your commitment to their well-being

How to support your people through data

You can also use qualitative and quantitative data points to track the impact of your plan and adjust your communications and approach accordingly. HR professionals will have access to data that can help navigate the complexities of selecting a health plan. Some useful data points include:

• workforce demographics (i.e., age, marital status, dependants)
• absence rates
• employee feedback on well-being, coverage, and benefits
• seasonal trends (such as the need to provide flu shots during the flu season)

Your provider may also share access to other data points that can help you create a meaningful health coverage plan, such as:

• historical data on healthcare use (for example, do employees prefer seeing their doctors in person, or do they use the telehealth service more?)
• average cost per individual
• premiums based on age and gender
• how costs are shared between the employee and the company (by analysing deductibles, co-payments and out-of-pocket maximums)
• coverage options, including annual health checks, mental health, dental, vision, etc.
• the availability of hospitals and other healthcare providers within the plan

Why preventative healthcare gives more than it takes

While the health of your people shouldn’t be a cost-saving measure, it can become one as long as you invest in the right plan that suits your needs. Not having a healthcare plan in place could mean costs skyrocket, whether that’s due to staff taking medical leave or because of a poor employee retention rate. $1 trillion are lost in productivity each year due to poor mental health^[2], making it all the more imperative that you support your employees through life’s ups and downs.

Making a real difference to your people

We can help you create a tailored healthcare plan

With a robust healthcare plan, created with your people in mind, and delivered in a way they’ll understand, you too can turn your employees’ health stories into positive ones – and significantly boost your bottom line in the process. Speak to your Cigna Healthcare representative or broker today.

*Name changed for anonymity