Thursday, 28 July 2016

Some practical insight

Instead of providing insight into the theory underlying Workpoints, as with our usual blogs, this week we decided to do something a little different. We have decided to share one of our most successful case studies with you to highlight just how effective Workpoints can be once implemented.

The background: One of South Africa’s major mining groups needed to improve employee engagement and performance efficiencies. In order to do this, they earmarked ‘promoting employee wellness’ within the group as their primary driver. Workpoints was used to measure, motivate and monitor specific health-related behaviours to provide the group with their sort after results. 

The Challenge: Workpoints was asked to apply their scientific behavioural model to improve employee’s willingness to lead healthier lifestyles. Included in the challenge, was to provide our technological platform that supports our behavioural change theories. This encompassed all communication to employees, prompting behavioural change (through various methods, including rewards and recognition), monitoring of programme uptake and reporting of consolidated results.

Unique to this industry however, was the large disparities between employee functions. Therefore, a challenge was to ensure that all employees, whether white or blue collared (i.e. managers through to miners), were prompted with appropriate communication techniques and rewards.

Their Goals: The goals of the project’s pilot phase included; firstly, educating employees on HIV/AIDS (i.e. promoting HIV awareness) and secondly, encouraging employees to “know their status” (i.e. go for HIV testing).

Our Involvement: We implemented the full version of our employee behavioural platform, Workpoints, within the well-known mining group. In order to address the challenge of aligning communication techniques and rewards to their variety of roles, we imported the group’s organogram into the system. This enabled the mapping of communication methods and reward options to employee functions. Ultimately, a combination of both web browser and SMS/USSD communication templates were used and reward options most aligned to each employee segment were offered. This enabled us to motivate the project’s first goal of ‘HIV education’ across the entire organisation (i.e. various communication techniques were used to send information and surveys to employees. Upon answering the latter, employees were rewarded). 

As a customised component of the project, we created a unique capturing system to be used within the onsite clinics across the group. This meant that once employees received communication regarding the project’s second goal of ‘HIV testing’, the nurses at the onsite clinics were able to capture the employees’ test information effectively. This component also allowed for the upload of information anonymously to our platform. The capturing system and Workpoints platform integration ensured that employees who went for their HIV test, received their respective reward seamlessly. 

The Results: The below results are an indication of the wellness campaign rolled-out from 17 November 2014 – 16 December 2014 (world AIDS day campaign):
  • 19% of the total staff compliment were counselled;
  • An uptake of 96% agreed to be tested;
  • Of which 8% of employees tested were identified as HIV positive for the first time (NB: All data remained anonymous to the mining group). This group represents the organisation’s employees who had either been HIV positive for a substantial time and did not have the courage to be tested or were newly infected.

The cost of treating an HIV positive employee per annum was approximately R24 000, with this said, it costs the company approximately R75 000 per annum for an untreated HIV positive employee (this includes medication, consultations, hospitalisation and laboratory costs. It excludes sick leave costs).

Therefore, the identification of 8% new HIV positive employees had a potential and approximate saving of R20 000 000 of medical costs per annum for the organisation.

And that is just one of Workpoints’ success stories. We’ll be in touch with more case studies in future blog editions. 


Jillian Dabbs (MCom Industrial Psychology)
Jillian is a part of our Behavioural Specialist team here at Workpoints. She is our content developer, our avid blogger as well as our party planner.

Workpoints is a fully featured reward, recognition and incentives platform that provides you with the tools to create a high performance organisation. Our easy-to-use application integrates simply into any organisation and instantly encourages staff to do the daily grind with excellence and energy. Visit for more info and a free trial!

No comments:

Post a Comment