Leadership requires more than an inspiring vision և a compelling call to action. It must also show support for those who are guided. For business leaders, this means providing practical, tangible tools to meet their individual needs so they can get a job, take care of their health, and feel full. Employee benefits are an essential part of this mix. And a year after the epidemic, it is clear that the evolving needs and expectations of employees will require creating a new reality in the workplace, especially when it comes to our mental and physical health needs.

The epidemic revealed gaps that may have been missed even by the names of home-based companies that have award-winning offerings. From shifting employee needs to working remotely, flexibility in childcare և mental health care, to increasing interest in diverse, inclusive և fair workplace programs, the mix of gold standard benefits is changing rapidly. According to Tatiana Rosson, PhD at Henley Business School, a work-based approach to health benefits with individual solutions is a great way to assess diversity in organizations. However, he warns that managers must also be transparent about the options available to employees to ensure that everyone benefits, maintains an atmosphere of trust.

Employers are increasingly evaluating the mix of their benefits և how it meets the changing needs of the workforce և expectations. For businesses of all sizes, from small start-ups to the Fortune 100, developing a positive workplace culture ավել Involving the best talent in the classroom should start by providing their employees with tailored health benefits to protect their individual lifestyle and health needs.

According to MOBE CEO Chris Cronin, a change in leadership thinking is still a long way off, but like many aspects of health, it has been exposed and accelerated by the epidemic. “A year after the storm, with a focus on mental, physical and behavioral health, employees are looking for their supervisors to take a walk to help them take full care of themselves and their health,” Cronin said. “It is not enough to enter a disposable program or program. To achieve better health, employees need personalized support that addresses all aspects of their health և involves them և makes progress. “With strong offers, employers can have a significant impact on workforce health, productivity, and now is the time to act.” This approach is combined with a new way of thinking about sustainable work – a career that not only engages employees, but also ensures that they are healthier, better, longer, explains Rawson.

Cronin advises that as employees’ needs evolve, employers should take a holistic approach to their benefit offers to ensure they have four key features.

  1. Involve employees with a “whole person” approach. These new normal, high-value benefit plans should support all aspects of an individual’s health, including medication, nutrition, fitness, diet, and other factors that affect health, such as sleep and mental health. The effects of stress and anxiety are both human and economic. According to the American Institute for Stress, more than half of the 550 million working days a year are due to stress due to absences. Unexpected absences will cost American companies $ 602 per employee per year. The cost to large employers can be as high as $ 3.5 million a year.
  2. Provide personalized support to employees. «Everyone is unique in their health և health journey. “Solutions that involve employees with personalized support see the greatest success in having a lasting impact on employee health outcomes.” A recent MOBE survey of Americans’ perceptions of their health found that guidance was needed to identify those areas and address them. In addition, exercise (51%), healthier eating (40%) and more sleep (38%) were the changes that consumers wanted to make about their health but found to be more difficult. Perhaps the most remarkable. 53% of customers did not feel the extra steps to improve their health (eg changing diet, exercise և sleep habits) were easy to understand after talking to their doctor. When personal support is available at the employee’s fingertips when he or she needs it, he or she can overcome those barriers և make progress toward those goals. When և How to take prescribed medications, exercise regimens, diets ուղ Ways to improve mental health. – especially in times of stress.
  3. Use data science և IT to ensure the benefits for everyone. Recent surveys show that 81% of employees who can easily take advantage of their benefits say they feel loyal to their employer, and 79% say they are proud to work for their organization. Accessibility is more than just downloading a program. It is about the offers that actively involve the employees who need health care the most. “In an age where technological possibilities are clearly limitless, we often forget the essential component of improved results, the human connection,” Chris added. “Identifying individuals who can benefit from this additional health care, linking it to appropriate health care providers and interventions, can address and even prevent debilitating health issues for the entire population.” The use of sophisticated information science հզոր powerful data analysis tools to identify և engage these individuals is potential for business և public health.
  4. Find և Involve the most needy. 2020 The Chronic Care Activity Index found that three out of five people with complex, chronic health problems report that these concerns affect their working lives. With more than 83 million Americans managing two or more chronic conditions, this is a significant issue for employers; however, current benefit plans may overlook this small, “real estate” group. “Our data show that this population is reluctant to participate in traditional health programs, generating 30% of employers’ health care costs, and despite frequent access to the health care system, they are not getting better,” Chris said. Benefit programs that identify and reach those individuals can help ensure that people who are trying to improve their health have the support they need to become more productive workers.

At their core, benefit programs seek to provide employees with the tools and services they need to be happy, healthy, productive, and often those programs are a key component of successful companies’ ability to retain great talent. As employers continue to adapt to new benefits to support a changing work environment, ensuring employee happiness both inside and outside the office is more important than ever. Offers that provide personalized, fully personalized guidance առաջնորդ support, especially for those who occasionally fall under the radar, will be the new gold standard.

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