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Using Smart Data to Improve Health, Well-Being, Engagement and ProductivityDr. Tyler Amell
April 13, 2016
Confidential – Not for Distribution
Agenda
Decision making
Informed decision making
Using data as a foundation
Data are not the end result, but an important step
in the process
Data
Sources, Types, Big, Smart, Analytics
How this applies to Health, Well-Being, Engagement
and Productivity in the workplace
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Confidential – Not for Distribution
How do we normally make decisions in businesses, workplaces or organizations?
Randomly?
Gut Instinct / Intangibles?
Some Data? Historical?
More Data? Real Time?
Combination of Gut Instinct / Data?
Data Analytics, Prediction Algorithms?
Fully Automated / AI Engine?
The Robots are Clearly in Charge
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EV
OLO
UT
ION
Confidential – Not for Distribution 4
Source: IBM 2015
1/3 state they make critical decisions without the information they need.
state they do not have access to the information from
across their organizations to do their jobs well.50%
“The harnessing, analysis and conversion of these data
into knowledge represents the new competitive
advantage in the drive toward productivity. It can help
companies identify hidden insights to gain a
comprehensive view of a customer, understand
behaviours in real time, predict outcomes, make more
informed decisions and move into new markets.”
Business Leaders:
Confidential – Not for Distribution
Research shows that Analytically Driven organizations outperform…
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49%Higher
Revenue
20XProfit
Growth
3%Higher
Return
on
Invested
Capital
Source: IBM 2015
Confidential – Not for Distribution
Making informed decisions
Evidence-Based
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Evidence-Informed
Supported by Evidence…
Evidence Starts with Data as a Foundation
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Validity
Integrity
Reliability
Timeliness
Completeness
Implications for
Action if Data are
Invalid? Out of Date?
Incomplete?
Confidential – Not for Distribution
0
10
20
30
40
50
2013 2014 2015 2016 2020
Trillions of Gigabytes
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37%
The amount of data are doubling in
size every 2 years, by 2020 it will
reach 44 trillion gigabytes….
… and 37% of these data
will provide analytic value.
Source: Gallup 2016
Confidential – Not for Distribution
Whether for profit or not for profit, private or public
sector, people are integral to an organization’s
success.
People are at the centre of the equation.
Best Practice is to harness the power of data to make
better, more informed decisions in relation to health,
well-being, engagement and productivity.
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People
Confidential – Not for Distribution
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HEALTH
WELL-BEING
ENGAGEMENT
PRODUCTIVITYData Analytics
Smart Data
BIG Data
Types of Data
Sources of Data
Confidential – Not for Distribution 11
Pitfalls
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Data ‘Silos’ make the task of collecting, securing,
analyzing, correlating and interpreting health,
well-being, engagement and productivity data
more difficult,
but not impossible.
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Uses of Data in Health, Well-Being,
Engagement and Productivity
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Normal and Adaptation –Health and Well-Being
Physical health perspective – Data elements
Exercise
Diet
Sleep
Tobacco use
Pharmaceuticals
Fitness for duty
Chronic conditions: heart, lungs, metabolic,
obesity, MSK, pain
Lowest hanging fruit from a productivity perspective
Attendance
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Wearable
Technology
Confidential – Not for Distribution
Basic underlying premise of productivity –Are people Present or Not Present?
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ABSENCESAttendance
STD
WCB
LTD
Leaves of
Absence
Vacation
Sick
Leave
Implications for
Action if data elements
are not integrated?
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Confidential – Not for Distribution
Normal and Adaptation –Health and Well-Being
Mental health perspective – Data
elements
Stress
Anxiety
Depression
Coping Skills
Resiliency
Micro-behaviours
Macro-behaviours - Culture
Second lowest hanging fruit from a
productivity perspective
Presenteeism (health related
Productivity loss)
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Confidential – Not for Distribution
Most employers do not have a clear understanding of their cost drivers
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Without clear
data-based
measures,
overall costs will
be unknown and
likely unmanaged
do not monitor the cost of
incidental absence
47% of employers
56% of employers
64% of employers
Source: 2015 Morneau Shepell Annual Survey
did not know the average duration
of their short-term disability claims
do not monitor the incidence and
cost of workers compensation
Confidential – Not for Distribution
Absenteeism is not just a medical issue…
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Source: The True Picture of Workplace Absence, Morneau Shepell 2015
52% of employees said
that their last absence was not related to a medical issue.
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500,000
$2.5 Trillion
Workers every week miss work due to mental health
issues…
And then there is presenteeism…
Total cost over the next 30 years for assessment,
treatment and support services…
Source: Mental Health Commission of Canada 2013
Confidential – Not for Distribution
Absence and Presenteeism impact
The average absenteeism rate in Canada in 2011 per FTE
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Source: Conference Board of Canada 2013 and Statistics Canada 2010
9.3 DaysMean
8.2 DaysPrivate
12.9 DaysPublic
61.5Presenteeism
69.5Presenteeism
96.8Presenteeism
3.5% 4.0% 5.6%
26.7% 30.0% 42.1%
Confidential – Not for Distribution
Absence and Presenteeism cost
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Source: Conference Board of Canada 2013 and Statistics Canada 2010
$16.6Billion
Cost of
Absenteeism
$124.5Billion
Cost of
Presenteeism
46%Of Canadian
Employers
Track
Absenteeism
Confidential – Not for Distribution
Impact and costs are a good place to start…
But the data supporting underlying drivers of these
costs are where you want to focus your efforts
Detailed analytics on absences
Detailed analytics on presenteeism
Reasons, root causes, behaviours
‘Shop the plan’ culture?
Total health of the organization
Combine upstream and downstream data
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Confidential – Not for Distribution
Correlation vs. Causation and your data…
Correlation
Height vs. arm span
Causation
Tobacco use and cancer
Effective program evaluation
Systematic, objective pre-post metrics to verify
that your decisions are correct, all based upon
data
Leverage management science – AHS Example
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Confidential – Not for Distribution 25
General Rule of Thumb for data sets…
Garbage In Garbage Out=
Confidential – Not for Distribution
Some observations….
‘One cannot manage what one cannot measure’
“When performance is measured performance
improves. When performance is measured and
reported the rate of improvement accelerates.”
Performance is measured with data
Data are the most appropriate framework to
measure, benchmark and evaluate health, well-
being, engagement and productivity solutions
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Confidential – Not for Distribution
Health and Productivity Innovation
$13 million Healthy and Productive Work federal research
grant program…
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Engagement
Confidential – Not for Distribution
Engagement
Some organizations make the mistake of confusing
“employee engagement” with trying to make
workers satisfied, or even happy.
This is unfortunate because this confusion causes
decision makers to underinvest their time and
money in engagement initiatives, thinking
engagement is a “nice to have” rather than an
enabler of their most important goals.
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Confidential – Not for Distribution
Engagement
It’s difficult to tackle the most important goals if
absenteeism and presenteeism are preventing you
from entertaining the notion of engagement.
Employee engagement is the emotional
commitment employees have to the organization
and its goals.
When employees are engaged— when they care —
they give discretionary effort.
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Confidential – Not for Distribution
Case Study on Engagement - Healthcare
Nurse engagement is key to reducing medical errors
Technology is critical, but not the most important
driver of quality of care and decreased errors
Regression analysis demonstrated that for patient
mortality:3. Number of nurses per total patient days
2. Overtimes hours worked per year by nurses
1. Engagement levels in the nurses is the #1 predictor of mortality
• Also a factor in preventing complications
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Source: Gallup 2016
Confidential – Not for Distribution
Visit us: morneaushepell.com
Follow us: @Morneau_Shepell
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Thank you!
Dr. Tyler Amell
Partner