Worker wellbeing isn’t a ‘nice-to-have’ anymore – it’s the muse of a robust worker worth proposition (EVP). Staff are clear: they count on their employers to help them in each side of life, not simply at work. But too typically, there’s a spot between elevated employer funding and the expertise that staff even have.
Employers are investing in advantages to help worker well being and wellbeing
For a while, advantages have grow to be a significant focus for employers – they’re the principal technique to promote worker wellbeing and create a extra engaged, inclusive and productive workforce.
Employers are investing closely in advantages to raised help their folks – from introducing new core advantages for his or her complete workforce, to providing versatile advantages that staff can select primarily based on their particular person wants and circumstances. Certainly, a whopping 79% of HR and reward leaders say they elevated spend on advantages within the final 12 months.
For essentially the most half, this funding is paying off, with 69% of employers stating that advantages have had a measurable influence on worker wellbeing within the final 12 months. In the meantime, 63% of staff say their wellbeing has improved because of advantages.
However there’s a disconnect employers can’t ignore…
Our newest analysis highlights a rising notion hole. Whereas 60% of HR and reward professionals consider they ship a superb worker expertise, solely 19% of staff agree.
That’s not only a distinction of opinion; it’s a warning signal.
Over half of staff say their expectations of worker expertise have gone up prior to now 12 months – throughout pay and advantages, recognition, wellbeing, and versatile working. Nearly two-thirds (64%) count on extra wellbeing help than they did 12 months in the past. Briefly, they’re asking extra of their employers, they usually’re not slicing a lot slack for individuals who fall brief.
The engagement problem
Staff nonetheless battle with consciousness, understanding and entry to the help they want…
Infographic information:
- 62% of staff say it’s tough to see the total worth of their rewards and advantages.
- 62% are not sure if they’re benefiting from the advantages their employer supplies.
- 78% need their employer to assist them higher perceive their advantages.
- 85% really feel that advantages should be less complicated to know, entry, and alter.
What does this imply?
On the one hand, staff normally really feel assured about the place to entry advantages, having a very good understanding of the advantages obtainable. However, many staff aren’t totally assured in assessing the worth of their advantages or figuring out whether or not they’re genuinely enhancing their lives.
Though having a advantages platform in place makes advantages way more accessible for workers, navigating prolonged coverage paperwork to know what advantages like non-public medical insurance coverage embrace can nonetheless be time-consuming, mystifying, and aggravating.
Uniting advantages and wellbeing in a single digital hub
So how can employers make advantages simpler to have interaction with?
Ahead-thinking employers are utilizing their advantages and wellbeing platforms as a one-stop-shop for workers to get fast and quick access to help within the second they want it – wherever and nonetheless they’re working.
Utilizing content material areas inside their platform, organisations can information staff to essentially the most related help. For instance, well being and wellbeing pathways can be utilized to spotlight the supplemental companies which can be included with insurance coverage choices (comparable to a 24/7 on-line GP). They will additionally hyperlink to key advantages, direct staff to make use of their EAP or converse to occupational well being, and share related wellbeing sources, comparable to guided meditations or monetary wellbeing instruments.
As Evelyn Naulls, Head of Worker Advantages UK and Eire at Danone, highlights: “The platform has enabled us to essentially give our staff a whole view of their advantages, well being and wellbeing package deal. That is rising engagement with staff and it’s additionally enabling staff to personalise their wellbeing and well being journey.”
This strategy transforms advantages platforms into an on a regular basis useful resource for assist and data – slightly than one thing that staff simply entry yearly to make their advantages alternatives. Actually, Benifex clients utilizing their platforms on this manner have seen, on common, a 96% improve in advantages engagement.
With options like sensible nudges, consumer-grade design, and personalised AI search, staff can transfer seamlessly from “I need assistance” to “I’ve discovered it” – with out the stress.
The underside line
There’s loads of analysis that exhibits digital wellbeing platforms enhance health-related outcomes. But it surely’s additionally good for enterprise. When staff really feel supported of their wellbeing, they’re not solely more healthy – they’re additionally extra engaged, extra productive, and way more prone to keep. That’s how employers flip advantages funding into actual, measurable influence.
Get your copy of Benifex’s report right here.
Benifex is the proud Wellbeing Companion of Tradition Pioneers – a marketing campaign to each help organisations driving impactful tradition change, and commend those that are main ahead and difficult the established order at work.
