Industry Trends: Consider the ‘Whole’ Person

Industry Trends: Consider the ‘Whole’ Person

Employees today — particularly younger workers — want more holistic support for their overall health, wealth, and well-being. Many employers are responding by expanding their view of employee benefits to include many more aspects of health and well-being — from work environment, convenience services and onsite facilities, to leave policies, flexible work arrangements, and corporate discounts.

The reward for employers is a healthy, engaged, and ‘present’ workforce, prepared for work and ready to contribute towards the company’s success.

The key to developing and delivering benefits that engage employees and enhance their health and wealth is to apply an approach that starts with an understanding of your employees’ specific pain points:

  • Consider the whole person

Benefits must be aligned with all aspects of your employees’ lives — from where they live, to the social and care giving systems they may be involved with, to their worries, passions, and life events that consume their daily living outside of the workplace — in order to truly support health and well-being. Mindfulness training, nutrition advice, flexible work schedules, health literacy training are all possibilities for boosting physical and emotional health, wealth and well-being.

  • Personalize your benefits to differentiate

Different segments of your workforce have different needs, concerns, and health risks. Allowing employees to exchange some or all of their employer-sponsored benefits for others they value more highly is one approach that has begun to resonate in the quest for attracting and retaining top talent. Offering flexible benefits is another — and can help employers gain the productivity boost associated with a healthier, more engaged workforce.

  • Utilize available data sources

Companies have access to more health data than ever before and technology makes it easier than ever to analyze, but few are leveraging this information to design the benefits that engage their employees and best support their health and well-being.

By analyzing demographic, health, and employee-provided data (based on the size of your company) from sources as varied as candidate-screening assessments, absence-management systems, performance reviews, social media, and your health insurance carrier (depending on your employer group size), you can identify which benefit programs your employees truly value.

  • Align benefits with user-friendly communications and technology

Finally, you need to market the benefits “experience” to your employees using engaging, relevant, and timely communications and deliver user-friendly digital health technology to make it easy for individuals to engage with their benefits at the right time.

By ensuring that your employees have access to benefits that best support their individual and family health and well-being, and the right tools and information to choose among them, you can attain the added value of a healthy workforce and ideally achieve better overall financial results.