The Ergonomics that Can Be Done with the Money Used for “15 minutes/shift of stretching”

In my last blog I wrote about my recent experience at the Applied Ergonomics Conference where there were sessions devoted to stretching programs.  In it I stated how ergonomics is not stretching.  This time I’m going to focus on time, i.e. money, spent stretching and the ergonomics that could be accomplished if that time, i.e. money, was given to ergonomics.

In the sessions on stretching the amount of time devoted to taking workers “off the line” to stretch was 15minutes.  Let’s assume the work shift lasts 8 hours.  So the amount of time spent stretching using 15 minutes/shift is equivalent to just over 3% of the workday.  Now let’s extrapolate this to real numbers.  Let’s say the company has 200 workers who earn on average $15/hour.  This 3% of $15 equates to $0.47/hr or $3.75/shift.  Now let’s assume each worker works 251 days/year (365 days/year subtract 104 days for weekends and 10 days for PTO).  The amount of money spent per worker per year equates to $941.25.  Take this number times 200 workers and the amount of money spent per year equates to $188,250!

Do you think there are any opportunities to change the work design using $188,250?  Definitely!  Do you think those changes would result in improving worker and work system performance?  Absolutely!  Ergonomics changes that result in improved human performance, better morale and almost always greater efficiency and quality.  The benefits are then realized in both the revenue side (increased) and expense side (decreased) of the financial ledger.  It also is realized in improved employee hiring and retention because the work design changes allow a greater range of people to do the job, not just the very strong, fit or flexible.  This allows more people to qualify for the work and to stay working at the company.  This is a huge benefit, especially given our aging workforce.

Now compare this to spending $188.250 strictly on stretching.  The touted benefits are reduced injuries and improved employee morale.  The benefits are primarily if not solely seen on the expense side of the ledger.  There is no change in workflow or work output as nothing has been done except to get more flexible employees.

I’d love to be given 2-3% of workers’ wages each year for ergonomics.  I know the work modifications would truly impact workers’ health & well-being, company performance and the bottom line.  From where I stand and where almost all of the CFOs I know as well, the best bang for the buck would be to spend the $188,250 on ergonomics.