Can employers really impact employee health for the better?

Employers today find themselves in an increasingly precarious position. Health care costs are soaring. Financial pressures are mounting. Staffing concerns abound. With all these stressors, it may feel like it’s only a matter of time before what’s best for the company becomes somehow at odds with what’s best for employees. But the truth is that these two factors aren’t — and never should be — mutually exclusive.

The health of a company and the health of its employees are inextricably linked. Physical health and overall wellbeing of employees are predictors of employer outcomes across three areas: health care, productivity, and retention. In other words, a workforce that experiences better wellbeing will take fewer sick days, produce better work, and exhibit a desire to remain at their company longer. And companies that build a culture of health benefit from a competitive advantage in the marketplace. The fact is, employers not only have the power to impact the health of their employees; they can’t afford not to.

Better health is a win-win

Impacting employee health begins with establishing a culture of trust. If employees feel like their company has an ulterior motive in encouraging them to take actions that positively impact their health, they’ll be less likely to buy in. Transparency is key; employers should be up-front about the fact that they stand to gain something in the positive relationship between employee health and productivity, but they should explain that it is, of course, mutually beneficial.

Who doesn’t want to spend less on their own care, stay out of the hospital, and perform better at their job? When that happens, everyone wins. Employers should take pride in their people — you should want to retain talented employees, and to do that, you need to keep them healthy, engaged, and appreciated.

Put your people first

Throughout my career, I’ve been in the business of putting my people first. In 1992, as the CEO of an international travel management company, I helped literally write the book on corporate culture. The Customer Comes Second and Other Secrets of Exceptional Service explains the value of focusing on your employees first, and how you can inspire loyalty and empower them to better meet the needs of your customers when you do. This mindset helped earn my company a rank in Fortune’s “100 Best Companies to Work for in America.”

All that to say, you as an employer can’t talk about your culture and caring for your people unless you’re actively shaping that culture. An employee-first mindset should be in your DNA. It’s very much like farming, in that you can’t fake it. If you claim your corn is knee high by the Fourth of July, and come that day it’s actually short and dry burnt out, you’re done. Human beings have a sixth sense for the truth, and they know when they’re being lied to or manipulated.

Leaders help and leaders lead

For leaders who are seeking trust and want to build a culture of health and wellbeing, an equitable investment in technology will connect and engage employees. A digital platform with easy access to benefits and other resources can make the difference in participation rates and ultimate health outcomes achieved.  But what cultural expectations are you establishing to make health and wellbeing possible?

Digital health tools are proven to give employees greater access to self-directed tools. These digital health solutions can help increase health literacy and give employees a lead role in monitoring their own health and taking preventative health actions. But, are you making room for important actions like flexible hours to make doctors’ visits or therapy appointments? Are your teams getting adequate support and professional coaching to excel in their job roles while avoiding burnout? Do you as a leader set an example of taking time for your own health and wellbeing, both at work and home?

As a CEO I know the challenges of time management, but it’s every CEO’s responsibility to communicate constantly with their employees the reasons and benefits of acting and providing the tools to do so. Caring first for your employees is great for business. When I employed thousands of people around the world, many on call centers, our turnover rate was less than 8%. The industry standard for many call centers is a turnover rate of over 100%. Less turnover translated to reduced costs and awards won from around the world for service excellence.

Read more: Traditional benefits are still top priority for employees

If as a leader, you’re not leading the cultural and practical steps necessary to build trust with your employees, your health initiatives will fall short because you’ve fallen short of caring for your people. Put your people first. Invest in them. Health and wellbeing for everyone, will follow.

Hal F. Rosenbluth is Chairman and CEO of New Ocean Health Solutions.