Not surprisingly, the highest-scoring group was more likely to report improvement in medical trend and health risk. But they also reported an average turnover rate of just 12%, compared to 15% in the medium-scoring group and 17% in the low-scoring group. An organization that scores highly on an assessment of its support for employee health and well-being is likely doing a few other things right as well. But it makes intuitive sense that employees who work at a company that invests in their health and well-being will be inclined to stay there.
The HERO Health and Well-being Best Practices Scorecard in Collaboration with Mercer looks at best practices in six areas:
Proving the value of an investment in employee health and well-being remains a challenge. One of the goals of the HERO Health and Well-being Best Practices Scorecard, a free online assessment tool produced in collaboration with Mercer, is to encourage employers to consider the full range of outcomes rather than just financial returns. A recent analysis of data collected through the HERO Scorecard provided an intriguing indication of the value of a robust health and well-being program from a simple comparison of turnover rates based on scores. The HERO Scorecard is an inventory of about 60 well-being program best practices; upon submitting the completed Scorecard, employers receive their score (the highest possible score is 200). We arrayed HERO Scorecard respondents based on their scores, from lowest to highest, and divided them into three roughly equal groups: those with scores of 73 or below, those with scores of 74–110, and those with scores of 111 or higher.
It also includes a robust set of outcomes metrics that employers can use to assess how well their program is performing -- not just in terms of lowering medical plan cost, but in contributing to a more engaged and productive workforce. Check out the HERO Scorecard at https://www.mercer.com/our-thinking/hero-scorecard.html or contact your favorite Mercer consultant.
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