In Company Consulting
The Achilles Programme specialises in helping organisations look after their global leaders, C-suite executives, leadership team and key players in the business ensuring that they are supported in as fully flexible, focussed, individual and effective way as possible.
We help organisations identify problem areas and create highly tailored personal performance solutions to keep executives on track should they begin to experience any debilitating conditions including alcohol and drug dependency, prescription and pain medication abuse, stress, anxiety and depression, work addiction or burnout.
We can also provide highly experienced, specialised and professional teams of people to offer confidential residential treatment solutions either at one of our facilities or individually tailored to meet clients’ needs anywhere in the world.
We realise how important your people are to your business and how addiction, burnout and stress can severely damage your business (reputation-wise, strategically, operationally, legally, financially and environmentally). Significant damage can be done not only to the individual, to those around him/her (the wider team) but also to the organisation (both short and long term) through bad decision making that can affect the whole company’s future.
We also realise how talented, vital and important these individuals are to your on-going success, competitiveness, sustainability and leadership. Our solutions focus on creating as much continuity strategically and operationally (and as little downtime) as possible in each situation.
Ensuring that key people are fully supported in their roles and well-being when they hit hard times is the mark of a great company, culture and brand – one of the factors that separate the great from the good and can make all the difference in building long term success and sustainability as a company.
The statistical case for the Achilles programme and return on investment for creating executive recovery solutions:
- An estimated 19.2 million U.S. workers (15.3%) reported using or being impaired by alcohol or hung over at work at least once in the past year – 19% reported doing so monthly and 11% weekly (Frone, 2006, p. 151).
- Employees who abuse drugs cost their employers approximately twice as much in medical and workers compensation claims as those who are drug-free (National Institute of Drug Abuse, 2008).
- Companies that invest more than average in employee training outperform the market by 45% and have returns that are 86% higher than those companies that spend less than average (Bassi, Ludwig, McMurrer, & Van Buren, 2000).
- In a 2009/2010 report, companies with the most effective health and productivity programs achieved 11% more revenue per employee, delivered 28% higher shareholder returns and had lower medical trends and fewer absences per employee (TowersWatson, 2010, p. 2).
- A meta-evaluation of 56 peer reviewed journal articles on worksite health promotion programs shows an average 26.8% reduction in sick leave absenteeism, an average 26.1% reduction in health costs, an average 32% reduction in workers’ compensation and disability management claims costs and an average $5.81 savings for every dollar invested (Chapman, 2005).
Combat Stress (leading to burnout) in the Workplace with our New Life Coaching for Executives and save your company a lot of stress, time and money.
- Fifty-one percent of employees said they were less productive at work as a result of stress (American Psychological Association, 2009).
- Fifty-two percent of employees report that they have considered or made a decision about their career such as looking for a new job, declining a promotion or leaving a job based on workplace stress (American Psychological Association, 2007).
- In 2001, the median number of days away from work as a result of anxiety, stress, and related disorders was 25 – substantially greater than the median of 6 for all nonfatal injury and illness cases (Bureau of Labor Statistics, 2001).
- In a study of a large, multi-employer, multi-site employee population, healthcare expenditures for employees with high levels of stress were 46% higher than those for employees who did not have high levels of stress (Goetzel et al., 1998).
- Job stress is estimated to cost U.S. industry more than $300 billion a year in absenteeism, turnover, diminished productivity and medical, legal and insurance costs (Rosch, 2001).
- Mood disorders (including addictions) are estimated to cost more than $50 billion per year in lost productivity and result in 321.2 million lost workdays (Kessler et al., 2006).
- Clinical improvement of depression is associated with fewer sick days (Simon, et al., 2000).
- In 1990, mental health disorders cost the U.S. economy almost $79 billion in lost productivity (Rice & Miller, 1996, as cited in U.S. Department of Health and Human Services, 1999).
- The existence of programs that facilitate work-life balance is related to organizational commitment and job satisfaction (Scandura & Lankau, 1997).
- Ninety-one percent of employees surveyed agreed that employees are more likely to behave ethically at work when work-life balance is good and 60% believe that job dissatisfaction leads to unethical decision-making at work (Deloitte, 2007).