Insightlink Home

Insightlink
Employee Surveys Blog



Reasons Why Employers Should Keep Track of Employee Health Data


Posted by Insightlink on 03/02/23

As an employer, there is a certain level of intentional care that should be put into the health and safety of your employees. One way to simultaneously ensure your employees are in good health and ascertain that you are doing your job as a responsible employer is to keep track of the health data of your employees. There are many reasons that this practice is beneficial, but we’ve compiled some of the most significant.

track health data

Photo by Luke Chesser on Unsplash

Identify Risks Early

One reason why tracking the health data of your employees is a good idea is that this data can be used to identify emerging conditions or issues before they become severe. By continuously tracking data like blood sugar levels, blood pressure, or cholesterol, you can take notice and alert your employee if there is a significant change in either direction across a period of time.

Along with the obvious benefit of preventing long-term health conditions, keeping track of this data can also help you preventatively save on insurance costs. You can also reccommend to your employees some healthcare data applications like JennyCo allowing them to decide for themselves what’s good for their own health. 

Eliminate Workplace Hazards

Another useful way that tracking employee health data can prove beneficial is by helping to identify potential hazards in the workplace. By assembling all of your employee health data and cross-checking between employee records, you can figure out if there are consistent, stand-out health issues that are affecting multiple employees at once. 

For example, if a large number of your employees begin experiencing respiratory problems, there may be something within your work environment that is causing the issue such as mold or poor air quality. This kind of proactive approach can help your workplace and employees become far safer.

Optimal Wellness Programs

When you have the data right in front of you, it should be no issue figuring out the exact needs of your workforce when it comes to insurance and wellness programs. If a lot of your staff faces poor dental health, for example, then this data makes you aware that dental care should be a prioritized service. You can make informed, successful decisions when it comes to employee benefits. Recognizing these risk factors and health needs reflects strongly on you as a leader, and helps to retain a strong workforce in the long-run.

Plus, these kinds of wellness programs aren’t limited to insurance. They can also be things that are more geared toward mental health or stress management, especially if the data is telling you that your employees are experiencing bouts of poor mental health or stress-related conditions. Some of these programs can include exercise classes, health seminars, and mental health workshops. These kinds of customized wellness programs are known to increase employee retention rates and overall satisfaction.

The Benefits Are Clear

Tracking the health data of your employees has far more benefits than drawbacks. It goes without saying, though, that the tracking of this data must be done in a responsible and ethical manner. This means that employers must, above all else, respect employee privacy and confidentiality, and ensure that the data is only used for legitimate purposes. So long as you comply with HIPAA laws and other regulations, this data is certainly a tool that can be used for good.

It’s important to note that keeping track of this data isn’t just beneficial for your employees, it is also an excellent way to improve your business as a whole. Employees that are healthy are going to inevitably be more productive, and higher morale leads to more engagement. Besides, with all of the long-term financial benefits that come with reducing healthcare costs, you’ll come to find that there are countless rewards to reap when you successfully develop a culture of health and wellness within your workplace.

comments powered by Disqus



Employee engagement is linked to profits
Employee Survey Demo
Employee Survey Pricing

Where does your company stand on each of the critical "4Cs" of employee engagement and satisfaction?
  • Commitment
  • Culture
  • Communications
  • Compensation
Find out with a benchmarked and validated 4Cs Employee Survey from Insightlink. Since 2001, one of the most trusted research companies in North America.

How many of each do you have?
  • Committed Loyalists
  • Change Seekers
  • Dissatisfied Compromisers
  • Satisfied Opportunists
Only the Insightlink 4Cs Employee Survey can give you the full picture and let you hear how your employees feel about their experience at your organization.

About

Insightlink Communications are experts in employee survey design, data collection and analysis. Since 2001 we've helped companies of all sizes measure and improve their employee satisfaction and engagement.



4Cs Blog Home

4Cs Blog Archives

Recent Posts


Enhancing Team Dynamics: Creative Strategies for Boosting Collaboration in Your Workplace

Building a Resilient Organizational Culture through Employee Programs

Why Friendships at Work Matter for Employee Engagement

Elevating Employee Engagement: Financial Training for a Happier, More Productive Workforce

5 Reasons Why LinkedIn Will Revolutionize Recruiting Process

Favorite Links


Employee Survey
Insightlink's Acclaimed 4Cs Employee Survey

Qualtrics
Advanced Online Survey Platform for Pros

SurveyMonkey
Quick & Easy Online Surveys

Gallup
Home of the Gallup Q12

World at Work

SHRM Blog

Insightlink on SHRM

Engaged Employees Blog

HR ToolKit Guide to Employee Surveys
Good info on how to write surveys.

Insightlink 360
Makes 360 assessment surveys easy.

InsightExit
Online Employee Exit surveys.



HOME
ABOUT
4Cs EMPLOYEE SURVEY
CONTACT
SURVEY DEMO
SERVICES
PRICING
ROI CALCULATOR
CLIENTS
SAMPLES
ARTICLES & GUIDES
FAQs
PRESS
4CS BLOG
PRIVACY
CONFIDENTIALITY
SITEMAP
LINKS

Copyright © Insightlink Communications. All rights reserved.