你的公司是做什么的？它銷售的產品也好，提供的服務也好，是否能提高用戶的健康、安全、營養或者幸福水平？在這個問題上，你應該將思路放寬一些。并非只有賣藥品的或是種有機紅薯的公司才能打出健康牌。如果你的公司生產的床墊能提高人的睡眠質量，或是研發的軟件能保證火車不晚點，減少上班族的通勤壓力，那么你也完全可以把自己標榜成一家“健康”公司。

其次，你的公司所從事的業務是否能提高本公司員工的幸福水平？這里指的不僅僅是你的公司的醫保計劃，也包括總體的工作作風和企業文化。第三，人們是否相信你的公司為社會的健康做出了貢獻？在這個問題上，公司賣什么已經不重要了，重要的是它采取了其它什么方法回報社區和社會。最后，你的公司是否關注自身對環境的影響，是否設法減輕了自身對環境的損害？

以上四個問題正是一本新書——《打造健康文化：商業的新要求》（Building a Culture of Health: A New Imperative for Business）中所關注的核心問題。本書脫胎于今年四月在哈佛商學院舉辦、由羅伯特伍德約翰遜基金會贊助的一場同名會議。書的作者為約翰·奎爾奇和艾米莉·布德羅。

對于以上四個問題，你給出肯定回答的程度越高——也就是說，你的公司對他人健康的貢獻度越高，你的“健康文化”也就越堅實。而企業一旦有了堅實的健康文化，便會在其他方面獲得更多可以量化的效益。比如本書作者、哈佛商學院、哈佛陳曾熙公共衛生學院教授奎爾奇和哈佛商學院研究員布德羅指出，擁有堅實“健康文化”的企業一般總體醫療成本更低，曠工率、工傷水平也處于較低水平，而員工保留率、總體增長水平、企業美譽度和股市表現則往往好于其他企業。

拿最后的股市表現來說。今年年初，有研究人員對1996年以來獲得“企業健康成就獎”（美國職業與環境醫學學院頒發的一項年度獎項）的企業的長期股市表現進行了研究。在研究人員測試的每個情境中，多家“企業健康成就獎”獲獎企業的收益率都要顯著超過2001年至2004年的標普指數，而且還經常超出200%或以上。（財富中文網）

譯者：樸成奎

Consider what your company does for a moment. Does it make or sell something, or provide a service, that promotes health, safety, better nutrition, or wellness in its users? Feel free to think broadly here: Your company doesn’t have to manufacture meds or sell organic yams to qualify. If it makes comfy mattresses that help people sleep better, for instance—or builds software that keeps trains running on time, and therefore lowers commuter stress—consider it a yes.

Next, does it put a premium on its employees’ well-being? Here, think about not just the health plan it offers, but also the general work practices and culture at your job. Question 3: Does your company make a point (or seem to, anyway) of contributing to the broader community’s health? In this case, consider not so much the products or services it sells as the other ways it participates in the neighborhood and world around it. And finally, does it seem to pay attention to its affect on the environment, and try to lessen any negative impact?

Those four questions are at the core of a fascinating (and slim) new book, Building a Culture of Health: A New Imperative for Business, by John Quelch and Emily Boudreau—which grew out of a conference of the same name held in April at Harvard Business School and supported by the Robert Wood Johnson Foundation.

The stronger the “yeses” are to those questions—that is to say, the more they reflect your company’s engagement in the wellness of others—the more robust your company’s “culture of health.” And, importantly, companies with robustly healthful cultures reap other, more quantifiable benefits, too. A raft of evidence—which Quelch, who holds dual professorships at the Harvard Business School and the Harvard T. H. Chan School of Public Health, and Boudreau, an HBS researcher, helpfully compile and aggressively footnote—suggests that they may have lower healthcare costs overall, less absenteeism, better employee retention, fewer workplace injuries, stronger growth, improved corporate reputations, and even mightier stock performance.

Take the last of these. Earlier this year, researchers published an academic study examining the long-term stock performance of companies that had won the Corporate Health Achievement Award, an annual prize that the American College of Occupational and Environmental Medicine has bestowed since 1996. In every scenario they back-tested, various portfolios of CHAA–winning companies substantially outperformed the returns of the S&P from 2001 to 2014—often by 200 percentage points or more.