One thing we realised, and partly an inspiration for changing our lifestyle, was that the incredible hours and hard work required to make it in the city meant that food was often an almost secondary concern. Nobody takes lunch in the executive circle, the high street chains where you can normally grab a sandwich, supply (in the main) turgid and uninteresting food. Before you know it you are eating a heavy carb and alcohol based diet. Work productivity reduces, work satisfaction decreases and misery pervades all.
Some of the Execs within the finance and technology sectors are working insane hours in this globalised world of ours and the result is that people are less efficient, less happy and consequently more prone to mistakes.
Let’s have a look at some stats. The Global Health Consultancy – Vielife – tell us that employees with poor nutrition report 50% more sickness (http://www.totaldietfood.com/
Furthermore, 38% of people with a low nutrition score have high stress compared to 19% of people with good nutrition.
Tony Massey, chief medical officer at Vielife, said employers “cannot afford to ignore” the impact that poor nutrition has on other wellbeing factors such as sleep and stress.”
UCLA Health System in the US asks from a business perspective, why is it so important that employees eat healthy?
The brain requires blood glucose, or sugar from food, and it also needs the protein that you find in foods.
So when people don’t eat, the No. 1 thing that happens is they become less energetic, less able to think clearly and less able to do their jobs.
Productivity will go down when you’re not eating properly and nutrition is very, very important for mental activity and to maintain productivity.
So the evidence is pretty clear now what to do about it?
The complex world of employee benefits has plenty of scope for and should be able to model a clear ROI on providing nutritional based and balanced diets to its hardest working and most important executives. This is something we are really interested in as a business and would be really keen to hear from any parties that may have a view or input on this element of HR and Personnel Management.