Cbi employee-health-absence-conference-lesley-cooper

Demonstrating the Link Between Health and

Performance in Unilever

Dean PattersonGlobal Health & Productivity Manager

© Copyright Resource Systems Ltd, 80 Fleet Street, London, EC4Y 1ET. 2009.

Why the name Lamplighter? Dates back to the Victorian times - Long period of prosperity

A lamplighter, was an employee of a town who lit street lights, generally by means of a wick on a long pole

As a result of this tradition there is a long history of the role of a lamplighter being seen as a ‘light-bringer’

Unilever aims to ‘shine a light’ on employees’ health and wellbeing as well as show their willingness to invest in it’s employees

Employees who take a stand for their own health and the health of the business by engaging in the Lamplighter programme are ‘lighting the way’ for their peers to do the same

Raised hands, shows individual ownership, accountability as well as the

look & feel of a flame


Lamplighter Framework


Pressure & Performance – The Four Way Model

Copyright Resource Systems & WorkingWell Limited – 80 Fleet Street, London, EC4Y 1ET 2008


Pilot with Extreme Role Employees

The Home & Household Care (HCC) category piloted

Extreme role employees

High travel

Living in hosted countries

Long hours

High demands

Sustained high performance a requirement


Workload

Relationships

Recognition

Organisation Climate

Personal Responsibility

Managerial Role

Home / Work Balance

Daily Hassles

Job Satisfaction

Organisational Satisfaction

Organisational Security

Organisational Commitment

State of Mind

Resilience

Confidence Level

Physical Symptoms

Energy LevelsDrive

Patience / Impatience

Control

Personal Influence

Growth

Stress

Positive

Negative

Effects

Personality

Sourcesof

PressureCoping

Mechanisms

PMI Measurement Domains

Problem Focus

Social Support

Emotional Detachment


PMI and Personal Resilience

indicator High Risk

Medium Risk

Low Risk

CBT

EAP

Awareness

Pressure Management Profile and Performance

?Are there differences in the

Pressure Profile of low, medium and high performance groups...


Percentage difference from the Working Population

Effects of Pressure - Performance Ratings

More Wellbeing >>>

Morale ScalesMental and Physical Health Scales

Top

Middle

Bottom


More Pressure >>>


Sources of Pressure - Performance Ratings

Top

Middle

Bottom


More Drive / Impatience >>>More Influence / Coping >>>


Individual Differences - Performance Ratings

Behaviour ScalesCoping Scales

Top

Middle

Bottom


very much satisfaction >>>

Job and Organisational Satisfaction - Bottom Performers


Top Sources of Pressure - Top Performers

definitely a source >>>A top pressure for this group only


Top Sources of Pressure - Middle Performers



Top Sources of Pressure - Bottom Performers



Lamplighter Component Score

Lamplighter Study Variables

Time 1 Time 2F-ratio

Mean SD Mean SD F(1, 75)

Non Modifiable Risk Factors (15)

10.26 2.29 10.21 2.32 .010

Lifestyle Risk Factors (25) 18.87 3.13 20.66 3.05 6.40*

Nutritional Habits (25) 16.82 2.84 18.11 2.70 4.12*

Fitness (35) 25.21 2.91 27.24 2.63 10.11**

Workplace Health (40) 31.37 3.50 34.11 2.77 14.30***

Biochemistry Score (30) 24.08 4.23 25.29 3.74 1.75

Total Health Score (170) 126.61 10.40 134.157 10.35 10.07**

*p < .05. ** p < .01. *** p < .001.


Key Learning's

No one size fits all solution

Can see where to intervene at source on the areas that affect each of the groups

Targeted Intervention enables small step sustainable solutions

Partnership Approach – Personal and Organizational Interventions

The most productive people were also those with the highest ‘scorecard’ value on physical health factors and lifestyle factors – the healthiest are the best performers

The top performers also had the highest engagement scores on a further index created and measured by Lancaster University

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