Beyond

 Engagement:  Quality  of  Work  Life  (QWL™)  Study    

Beyond  Engagement  

•  A proprietary tool that goes beyond traditional engagement products

•  Grounded in applied research and providing insight with regard to productivity, engagement
and employee health
•  Two Quality of Work Life (QWL™) products
•  Mini QWL™
•  QWL™
•  Employees receive results in real time upon completion; employers will get a report
•  This deck introduces these cutting edge products that are quickly gaining national attention
 
Howa=  HR’s  Quality  of  Work  Life  (QWL™)  Study      

The QWL™ Study provides you with insight into your employees’ intrapersonal skills in order to
identify the potential to improve people productivity and employee health.

The Study is not just a stress or engagement survey nor is it a health risk assessment. It goes
beyond these issues by giving employers powerful, upstream opportunities by predicting
opportunities and risks that will impact employee productivity, as well obtain a clear set of bench
marks as to where the organizations people productivity is.

The QWL™ results provide employees and employers insight on the relationship between
cognitive coping skills engagement, productivity, health, and financial burden. While employers
cannot think for employees, employers can provide employees with opportunities to develop
intrapersonal skills.

 
The  Benefits  of  QWL™  

Beyond engagement uncovers future and current risks including stress, presenteeism,
absenteeism, mental heath, ineffective management, counter productive behaviors, physical
health and safety risks. And all can be avoided.

But what opportunities are there for both the employer and employee to maximize people
productivity? We have found the most productivity people are happiest and healthiest people!

QWL™ benefits individuals and organizations.

Employees receive immediate feedback as to their current risk and will be provided with
recommendations for action. Employers receive an aggregated report providing insight on the
workforce’s coping skills, stress, engagement and health. Information on productivity,
presenteeism, pro-social behaviors, population health, counter-productive behaviors, mental
health and safety risk are included. The report also includes recommendations for improvement.
“Significantly  under-­‐uFlized  people  potenFal”  

We are currently conducting a study with The Globe and Mail that validates the link between
what employees think and their perceptions of stress, engagement, health risk and productivity.

ü  Cognitive coping skills are a leading indicator for predicting stress, engagement and health
risk.
ü  Employees reporting productivity levels of 60% also reported lower coping skills,
engagement, health and higher levels of stress than employees reporting productivity levels
of 80% and higher.
ü  Engagement is a lagging indicator; it does not predict productivity or health.
Leading  NaFonal  Studies  

1.  Globe & Mail 2014

•  Your Life at Work Survey
•  For Employers
•  For Employees
•  Cost of Doing Nothing Calculator

2.  National Flash Study 2014

3.  Other QWL clients include:

•  Nova Scotia Department of Justice
•  Michelin
•  City of Saint John
•  Health Canada (FNIHB)
What  Do  Employees’  Think  Ma=er  to  the  Bo=om  Line?  

You already know that your organization’s success depends on your people. You also know that
people productivity and health costs are significant drivers of your bottom line.

Ø But did you know that the latest research shows that intrapersonal skills (how people perceive,
think and choose to behave) is the predictor of these two key success drivers (not engagement,
not satisfaction)?

This means that your organization’s success depends on what your employees think. Defective
perceptions, negative thinking and flawed choices can result in employee behavior that does not
support organizational success nor the employee’s productivity, engagement and health.
Unrealized  PotenFal  =  Lost  $$  

What is your cost of doing nothing?

Ø Productivity = #employees x avg pay/employee x %unused productivity

Ø Health = #employees x %preventable disease x health costs

Ø Engagement = #employees x turnover rate x 0.5 avg salary/employee

Ø Legal Liability = damages for failing to provide a psychological safe workplace (or harassment

or discrimination claim), anywhere from $5000-$500,000)

 Unrealized  PotenFal  =  Lost  $$  (cont’d)  
 
There is ample research showing how engagement & health cost organizations billions in lost
productivity & profits. We encourage organization to be clear on what the status quo is costing them!
How  Does  Your  Workforce  Measure  Up?  

What percentage of your employees are in each of the categories below?

 

% % % % %

Mental
Chronic Mental Health Disorder
Happy OK Strain Issue (Organic/
Cognitive)

Stress has cumulative effect and can drive multiple issues

Employee Risk: Job Satisfaction, Physical & Psychological Health

Employer Risk: Productivity, Engagement, Financial
 Liability  Landslide  

Na,onal  Voluntary  
Creates  new   While the National Standard for
Standard  for  
standard  for  due   Psychologically Safe Workplaces* is
Psychologically  Safe  
diligence   voluntary, it now offers a standard of
Workplaces*  
reference for employer due diligence in
protecting employees.
Occupa,onal   Human   Employment  
Health  &  Safety   Rights   Law   QWL™ provides organizations with a
quantitative strategy for predicting
down stream risk and evidence of its
efforts in meeting its obligations for
Employer’s Duty to Keep protecting its workforce.
Employees Safe

*hGp://shop.csa.ca/en/canada/occupa,onal-­‐health-­‐and-­‐safety-­‐management/cancsa-­‐z1003-­‐13bnq-­‐9700-­‐8032013/invt/z10032013/?
utm_source=redirect&utm_medium=vanity&utm_content=folder&utm_campaign=z1003  
 QWL  ApplicaFons:  Why  Employers  Are  Calling  

Reactive: Understanding Why Proactive: Identifying Potential

•  Rising absenteeism •  Address risks far upstream (early detection

•  Increasing health costs
•  Concern about productivity
•  Identify productivity gaps
•  Declining employee engagement
•  Need to improve safety experience
of issues and prediction of future issues)
•  Benchmarks for employees and employers
for productivity, engagement & health
•  Audit current organizational health plan’s
effectiveness

Reactive: Understanding How to Turn it Around Proactive: Identifying High Impact Options
 QWL  versus  Engagement  Surveys  

Employee  Engagement  
Uncovers    Symptoms  

Perceived   Coping  Skills   Employee   Employee  

Stressors     SaFsfacFon   Health  
Iden,fy  gaps  at    
    Engagement  
Helps  focus  on   both  individual  and   Has  direct  impact   Has direct
only  those  that   organiza,onal   on  turnover   impact on $$: &  
levels  
can  be   benefits, ProducFvity  
influenced   absenteeism, &    
Can  be  influenced  
presenteeism,
with  training,  
STD, LTD Health  
coaching  and  
counseling  

Total    Engagement,  
ProducFvity  &  Health    
Addresses  Root  Drivers    
The  QWL  Process  

1.  Employers complete the Fast Audit and Employer Productivity & QWL Risk Assessment to
measure organizational effectiveness and employee productivity

2.  Employees complete the Employee Mini-QWL or QWL

•  Employees get scores immediately upon completion
•  Employees will be able to compare their score to a National Benchmark
•  Employees will be provided with immediate guide for management

3.  Employer Report

The  QWL  Process  (cont’d)  
 

Note:
Mini QWL average time: 8 minutes/employee
Full QWL average time 25-30 minutes/employee
QWL  Products  

Benefits QWL Mini Howatt HR QWL Study

QWL Index X X

Stress Index X X

Coping Skills Index X X

Engagement Index X X

Health Index X X

Demographic Biodata X X

Pro-social Habits X

Population Health Factors X

Employee Health Risk (WCB,LTD, Absenteeism, Close Calls) X

Productivity Index X

Stress, Coping, Health, Presenteeism, Mental Health & X

Engagement Scales

Basic QWL report – includes: index scales and demographics X X

QWL report – detailed overview, recommendations for action X

Fast audit & Employer QWL results X

Two Social Desirability scales X

Psychological & Health Framework X X

Employee
 QWL™
 Index
 and
 Psychological
 &
 Physical
 Health
 Framework
Psychological & Physical Health Risk
<20th Stage 0 – employee report no negative distress, or any psychological or
physical symptoms impacting employee’s overall state of well being.
Percentile
21-44th Stage 1 – employee reports low levels of stress, may report periods of
fatigue due to work-life balance challenges. There can be some
Percentile psychological regret that in times of pressures make it difficult to engage
in activity of choice such as exercise, hobbies. This can result in mild
impairments to well being.
45-60th Stage 2 – employee is experiencing chronic stress; more flight/flight
responses result in increased stress hormones. Strain increases risks for
Percentile high blood pressure, digestive problems. Common for employee to look
for coping mechanisms. Strain is also associated with decreased levels
of physical health and moderate impairments to well being.
61-75th Stage 3 – employee is at risk for experiencing mental health symptoms
that can drastically disrupt quality of life such as depression, anxiety and
Percentile drug abuse. Risk factors are higher and employee may be receiving
some medical/prescriptive interventions. The longer the employee stays
in this state, the greater the risk for permanent health issues. At this
stage there are significant impairments to well being.
75-100th Stage 4 – employee is at risk for severe physical or mental health issues
that may or may not be diagnosed. Employee is a great risk and requires
Percentile immediate mental attention (if not already obtaining medical support). It
is common for employees at this level to have comorbidties and have
several health related issues. The employees is often off work on a
regular basis.
Intervention
Identify & document current healthy life style habits. Monitor &
measure activities that are working to support and promote health
& happiness.
Evaluate current diet, BMI, sleep and exercise habits. Check to
ensure caffeine and alcohol levels are not high. Evaluate current
life style habits. Evaluate if cognitive appraisal coping skills can be
improved. Determine what if any workplace issues are contributing.
Complete health risk assessment to determine employee’s risk for
hypertension, depression, cholesterol, body fat, as well as a
psychological screen to determine level of risk for food addiction &
other potential abuse such as drugs & gambling. Evaluate whether
workplace issues are contributing factors.
More emphasis on getting a health risk assessment for physical
and psychological health. Screen for comorbidties imperative and
treat as indicated. Evaluate current gaps in cognitive appraisal
coping skills. Evaluate whether workplace issues are contributing
factors. Ensure there is an intervention plan in writing to facilitate
change. EAP meeting recommended to ensure a professional
support network. It is imperative a treatment plan is in place.
Imperative medication and psychological screening & treatment.
Therapy & pharmacological interventions are common. On going
monitoring of cognitive appraisal coping skills important. Important
to monitor and screen for addiction and suicide intention. Common
for employee to have developed chronic health related issues such
as diabetes, hyper tension, etc..
When
 You
 Are
 Ready
 to
 Go
 Beyond
 Engagement…
 

Call today to determine what QWL product

will meet your organizations needs.

Pricing is driven by number of employees

and/or organizations size.

For more information on QWL, Howatt HR

or any of our products and services, please
visit our website at www.howatthr.com.
 
 
6585 Hwy. 221, Kentville, NS B4N 3V7 • t: 902.678.8668 • f: 902.678.6255 • howatthr.com