Health care is an item deeply valued by the employer and also by the employee. The question is worth, however: why work only remediation, not prevention? Does your company promote employee health or help harm it? Hence, the importance of valuing collective well-being, offering health or sickness plans to employees.
A recent Aon survey showed that 99.5% of companies offered health care to employees<span style=”font-weight: 400;”>, among the items in the corporate benefits package. Therefore, it is an item deeply valued by the employer and also by the employee.
But is this, exclusively, the right thing to do? Why is remediation, not prevention, at the top of the list of companies? We offer, in general, health plan or sickness plan? The question also arises: we promote the employee health or do we help harm it within companies?
This all has to be taken into account and, to help, this post will discuss this delicate issue, point by point. Check out!
Is it a health plan or sickness plan?
Taking the concept as a basis, it is important to keep in mind the following: a health plan is not always an interesting alternative. And we say that to both the employee and the company.
After all, a sick population generates more costs and, consequently, generate less positive results. Health operators know this very well, and it is not for nothing that they promote so many prevention and health promotion campaigns.
When we are so caught up in a model in which healthy habits are not propagated, and only the measures to remedy an already ongoing problem, it is common for us to ask ourselves, then, if companies offer health insurance or sickness insurance?
How to change this paradigm?
How about having a health plan, yes, among its corporate benefits, but focus on health promotionin your daily life?
Having this type of strategy can lead to a series of positive aspects, you knew? Between them:
- improvement in mood general staff;
- improved productivity;
- less absenteeism rate;
- promotion of quality of life and well-being;
- increase in the company's reputation in the market.
The logic is simple: with less illness occurring, and the promotion of healthy habits, the organism and the mind have more pique to face the challenges. And, internally, these benefits translate into efficiency and also in the valorization of its human resources.
To do so, instead of creating dilemmas about health insurance or sickness insurance, focus on considering the promotion of everyone's well-being with some of the tips we have for you, below!
Spread the value of collective well-being
Companies that are concerned with health, quality of life and well-being have more gratitude from their professionals – in addition to the positive aspects mentioned above.
This is a very important factor for the retaining talent, and also the attraction of new professionals. Unlike, for example, organizations that exhaust their employees physically and psychologically.
To do this, just know the profile of the people who work with you. Explore activities that can be enjoyed in groups – walking or cycling groups, for example, are not uncommon – and spread the benefits of adopting healthy habits throughout the company.
Thus, even if there is a health plan (or sickness plan) as a benefit, people will avoid using it, as they learn to remedy and prevent themselves against health problems.
Explore accessible options and strategies
Whoever thinks that the quality of corporate life is costly, does not properly explore all possibilities.
Just consider, instead, healthy and practical alternatives. How about disclosing, via newsletter, balanced menu options for people to take their lunch boxes? Or, still, exercise tips that can be performed at work and also at home?
The walk or group of pedaling are practices that only demand the collective interest and people willing to put the measure into effect.
In addition, we recommend that your HR develop a corporate health management department, which can lead all of these actions. To learn more about it, take the time to check out the article we wrote on the subject!
Reward positive engagement
Why not create a bonus – or even need to consider something monetary – for the most engaged employees? The reduction of sick leave, for example, is something to be celebrated. As well as improving productivity because people are more willing.
Try to return the hug to the cause, given by your employees, and enjoy a much more balanced routine, and increasingly free of unforeseen circumstances and harmful situations for everyone.
And you know what? By creating this type of continuous campaign, within your company, it is even possible to review the partnership that you have with healthcare operators.
With less cost, the job of promoting quality of life is even better, since everyone will be doing their part to avoid the recurrent use of health plan or sickness plan.
Where to start?
As you may have noticed, promoting health – based on well-being and quality of life – can be much more profitable than investing, uncontrollably, in this corporate option of health insurance or sickness insurance.
To begin, then, make an assessment of the average number of people who get sick within the company, over the course of a month. Identify the main problems and evaluate what action plans can be adopted based on the work of its corporate health management.
The benefits come over time, but they are long-lasting and extend to the routine within the company. Something that should be valued and disseminated more and more.
Now, we want to hear a little more about you too. What are your experiences with this proportion of health insurance or sickness insurance, and in promoting healthy habits in the company? Share with us, in the comments field of this post, just below!