Collecting anonymised health data from employees is one thing. Turning it into meaningful, sustainable change is another. Many organisations now run surveys, health checks, or wellbeing initiatives, but HR leaders often admit they feel stuck with the next step, what do we actually do with the data?
This is where the difference between a box-ticking exercise and a truly impactful wellbeing strategy lies. The key is not simply gathering information, but translating it into actions that improve people’s lives, while keeping employees engaged and avoiding data overload.
Why Health Data Matters
The UK workforce is facing well-documented wellbeing challenges. Stress, depression, and anxiety are the leading causes of long-term absence, while sickness absence overall reached a 15-year high in 2024 at 9.4 days per employee. Meanwhile, Deloitte estimates that poor mental health costs UK employers £56 billion annually in lost productivity, presenteeism, and staff turnover.
With budgets tight, HR needs to ensure that every pound invested in wellbeing has impact. That’s why health data is so powerful: it highlights the real issues facing your people, allowing you to focus resources on interventions that will actually make a difference.
From Data to Insight: Focus on What Matters
The first step is recognising that not all data is equal. You don’t need dozens of metrics to make progress, you need the right ones.
For example, the Interactive Health Kiosk provides quick, confidential assessments in just eight minutes. It measures blood pressure, BMI, body fat, heart rate, and calculates a Wellbeing Age®. Employees also complete a lifestyle questionnaire covering factors like sleep, stress, hydration, and nutrition.
This data doesn’t overwhelm, it offers a focused snapshot of workforce health. If the report shows that 60% of employees are not getting enough sleep, or that hydration scores are low, HR has a clear starting point for change.
Building Trust Through Privacy
A crucial factor in using health data effectively is employee trust. Staff must be confident that their personal results remain private and that only anonymised, aggregated data is shared with HR.
The Interactive Health Kiosk is designed with this in mind. Each employee gets an instant, confidential printout of their results, while HR receives only aggregated insights across the workforce. This balance ensures privacy, builds trust, and encourages participation.
When employees know they won’t be singled out, they are far more likely to engage and more open to using their results to shape organisational changes.
Turning Data Into Practical Actions
The gap between insight and action is where many wellbeing programmes fail. Data on its own can feel abstract, or worse, overwhelming. The secret is to pair every finding with a practical next step.
By acting quickly on insights, HR shows employees their data is being taken seriously, and that the organisation genuinely cares about their wellbeing.
Continuous Improvement Through Feedback Loops
Health data shouldn’t be collected once and forgotten. To create long-term change, you need a feedback loop. Measure, act, review, and measure again.
This is where short, focused programmes like the 1-Week Interactive Health Kiosk Pilot Programme can be so valuable. The week-long deployment provides a baseline snapshot of workforce health, which HR can act on immediately. Follow-up assessments later in the year then measure whether those interventions worked.
This continuous improvement approach not only strengthens outcomes but also keeps employees engaged. People like to see progress, both individually and as part of the wider workforce.
Health data is only valuable if it leads to action. By focusing on key metrics, protecting privacy, and linking findings to practical initiatives, HR leaders can transform raw numbers into healthier, more engaged employees.
In a climate where every investment must show value, turning health data into action isn’t just good practice, it’s essential for building resilient, productive, and loyal teams.
The first step is simple: start measuring what matters, and let the insights guide your next move.
Frequently Asked Questions
Collecting employee health data is only useful if it drives change. By linking insights to practical initiatives such as stress workshops or hydration campaigns, HR can improve wellbeing, boost engagement, and demonstrate ROI.
Focus on a few key metrics that matter most, such as sleep, stress, or hydration. Share findings in simple, clear formats and pair each insight with a practical next step, rather than overloading staff with complex data.
The kiosk gives employees confidential, instant results, while HR receives anonymised workforce reports. This makes it easy to identify key health trends and launch targeted initiatives without breaching privacy or overwhelming employees.
A feedback loop means measuring, acting, and measuring again. For example, a 1-Week Health Kiosk Programme gives a baseline snapshot, HR implements changes, and follow-up checks track progress, ensuring continuous improvement.
Workplace Wellbeing
Workplace Wellbeing
Workplace Wellbeing
References:
https://www.ons.gov.uk/employmentandlabourmarket/peopleinwork/labourproductivity/articles/sicknessabsenceinthelabourmarket/2023and2024
https://www.deloitte.com/uk/en/services/consulting/analysis/mental-health-and-employers-the-case-for-investment.html