How HR Tech Can Best Enable the WFH Environment

Seventy-four percent of CFOs surveyed by Gartner plan to enable at least 5% of their on-site staff to work remotely post-pandemic, and as many as 41% of employees could work remotely at least part of the time. Some firms have even offered to let employees stay working from home forever. Benefits technology will be critical for these employees to have flexible and personalized options as they will have fewer touchpoints with their organization than their colleagues who return to the office. Organizations must offer a way for all staff to access their benefits at any time and from any location as a further tool to enable employees to thrive in a remote setting.

Start by determining what employees want most

There is no doubt that employees value really great benefits. According to a report by the Society for Human Resource Management, telemedicine options and student loan repayment are among the benefits that are on the rise and could be useful in attracting and retaining top talent. Our latest research found that 82% of employees who think that their organization takes their needs into account ‘strongly agree’ that their employer-provided benefits make them feel valued, and 68% see themselves staying at their organization for the long-term.

Similarly, a recent report by Prudential found that most employees (73%) cite benefits as a “big reason” to stay at a job. Three-quarters agreed that accessing benefits through an employer is more important than ever before, and 52% said they’d be willing to take a chance on a new job if it provided better benefits. Three-quarters also said that the current environment has made them realize that benefits are a much more important part of the job.

Deploy benefits technology that best serves remote workers

The right benefits technology for this WFH era should allow benefits to be managed and administered at a global level and easily delivered to a remote, multinational workforce while maintaining employer brand and a level of global consistency. Benefits technology makes it easier for employees to engage with and select their benefits, allowing organizations to demonstrate that they value their people – wherever they are, and whatever their working set-up. This technology also allows organizations to gather invaluable employee data to determine which benefits are used and appreciated versus those that are not. Given benefit needs have changed in the last year – less gym membership, more mental health support – data is more important than ever to understand the effectiveness of your program.

By analyzing this information, employers can put together a much more cost-effective benefits package for each worker. And by personalizing those benefits, businesses can meet the needs of their employees without expending funds or resources on selections they don’t want or need.

Empower employees with personalized benefits

According to Mercer’s 2020 Global Talent Trends Study, 61% of employees trust their employer to look after their health and believe they will make decisions in their best interest. Organizations can strengthen that level of trust by offering personalized benefits that are relevant for each employee and their individual circumstances. These come in many forms, including wellness pots, that provide employees with a flexible spending fund to choose activities that improve their wellbeing.

Employers may also provide extra funds to help with in-home office equipment or items to assist with homeschooling. These benefits allow employers to give their staff the wellbeing support they need that are particular to their situations, empowering employees to help overcome any stress caused by the current climate.

Offer accessibility and flexibility for a distributed workforce

Remote working arrangements are likely to remain in place for the foreseeable future and could continue indefinitely for some individuals. Organizations will need to offer benefits technology that is easy to use and understand, combined with the flexibility to change as needed. Benefits should also be accessible on any device in order to best serve their employees, no matter their location. Last but not least, businesses must consider their employees’ varying needs and provide benefits technology that is capable of delivering the level of personalization that their workers desire – and that provides deep insight on how to enhance the program.

How HR teams can make the best of the worst of times

In our work from anywhere era, HR teams have been tasked with maintaining a long-term view of the workplace — how, where and when people are working – and their efforts have paid off. According to a report by McKinsey, 80% of employees have enjoyed working from home. And it looks as though this is set to continue for some time. With this in mind, HR teams need to make sure they have a continuous and accurate view of their workforce, and use this insight to create both an engaging and personalized employee experience. Employee benefits play a huge role in this, not only in affirming the organizations clear commitment to employee wellbeing and development, but in helping HR teams deliver real value to their people in the worst of times.

1. Start by putting wellbeing front and center

Roughly half of U.S. workplaces offer health and wellness programs, but most of them were created with the traditional workplace in mind. The new working reality means that many organizations have had to pivot their approach – and fast – to make sure they continue to meet their employees’ needs.

There are two critical components here, starting with the way employees access support when working remotely. Whether offering virtual health advice, online yoga or exercise classes, virtual book clubs, or reimbursements for wellbeing essentials, these benefits must be easy to access. And data is essential in determining which benefits are being utilized and which are no longer fit for purpose. Organizations should keep this in mind as they craft and refine their work from home (WFH) policies. Additionally, now more than ever enterprises must clearly communicate the support they offer to make sure every employee can fully utilize these benefits.

2. Helping employees stay connected

With 41% of employees likely to work from home at least part time after the pandemic, HR will need to make sure that employees continue to feel connected to their organizations. Employees’ social wellbeing is often overlooked, but is in dire need of support.  

Organizations should focus on providing benefits that help employees stay connected – to their colleagues and to their employers. Tech has become an essential enabler, helping organizations keep teams connected, and also deliver value-add benefits such as virtual team social events or guest speaker events.

3. Take full advantage of data analytics

There are a growing number of organizations, including Walmart, that are relying on analytics providers like Embold Health to find cost-efficient health plans using data. This is one of the many advantages of data analytics, and the pandemic has widened the gap between the have and the have nots when it comes to efficient and reliable data analytics solutions.

Benefits technology has provided HR teams with increasing amounts of data, but many aren’t using it effectively. HR teams that have real-time and easy access to robust benefits data are able to use that information to stay agile and pivot their strategy as needed to meet fluctuations in the demand of their workforce. This is especially important now in the wake of the pandemic, which has brought new benefits complexities to employers trying to cater to the needs of staff in multiple locations.

4. Elevate staff with new skills

The World Economic Forum estimates that at least 54% of employees will need to be reskilled or upskilled by 2022. By taking the time to provide online courses and virtual career development sessions today, enterprises can help staff continue to evolve and advance.

By taking the time to provide virtual learning today, enterprises can help staff evolve and advance even while working at home. As a result, they will be ready for the future of work – wherever it takes them.

Embrace the work from anywhere era

Organizations have an opportunity to strengthen their relationship with their employees no matter where they are working. They can start by ensuring that employee wellbeing continues to be a priority within the firm. Organizations can also help their employees stay productive by providing the necessary tools and training to optimize their remote working experience.

Further, employers can take advantage of data analytics to study how employees are interacting with their benefits. This data could allow them to reduce their expenses by eliminating unused or underutilized benefits to focus on offerings that employees want most.

Lastly, organizations should remember that even in these challenging times, employees still want to improve their skills and advance in their careers. Employers can continue to support their employees, wherever they are based, and make the best of the worst of times.

Three strategic technology investments for a successful 2020

HR and benefits technologies are taking center stage in 2020, but what differentiates those that will be successful from those that will fail? How can businesses tell which to invest in versus those that are, at best, pie-in-the-sky concepts that aren’t ready for mass adoption?

 

The trial-and-error approach is no longer enough. If enterprises want to succeed, they’ll need technologies that not only propel organizations forward but can evolve with their growth and ever-changing needs. There will be many to evaluate in the years to come, but there are three that will prove to be especially important in 2020.

 

1. Control expenses with benefits software

 

Employee benefits account for an enormous part of company expenditures. According to the Bureau of Labor Statistics, total compensation reached an hourly average of $34.77 for private industry workers. As expected, wages and salaries accounted for the majority of that spend (70.1%), amounting to $24.38 per hour. Benefits were also a significant cost, however, averaging $10.38 per hour (29.9%).

 

With so much money allocated toward benefits, employers can’t simply rely on disparate data streams and legacy systems. In doing so, enterprises will struggle to analyze the data that’s needed to unearth valuable, actionable insights. This is not an isolated problem – our own research shows that 48% of businesses find it difficult to report globally on their workforces. With nearly half of the companies struggling, it’s time to invest in benefits software that offers powerful data analytics capabilities. Only then will they be able to get a closer look at benefits expenditures and rein in these expenses.

 

This is more than a simple cost-cutting measure, however. Enterprises should not be looking to reduce their benefits, which are extremely important in fostering and maintaining employee loyalty. Rather, they should be focused on making smarter decisions, such as reducing waste. One company found that it was paying for 7,000 more health insurance policies than it actually needed. By discovering other unnecessary expenses, employers can save a tremendous amount of money without changing the benefits they offer.

 

2. Reduce the administrative burden

 

Rewards programs are a great way for any business to show employees that they are valued and appreciated members of the team. But when multiple providers are involved, the administrative burden can multiply. Businesses might find themselves paying for more solutions than are actually necessary.

 

Enterprises should instead rely on one benefits management offering that can deliver an integrated solution. By providing everything that’s needed (corporate broking, benefits advising, employee helpdesk and technology) in a single place, businesses can offer outstanding rewards at a lower cost. This also makes it easier for employees to directly engage with their benefits, creating a more immersive experience between companies and their teams. In a world where engagement is having an increasingly strong impact on employee productivity and retention, this is absolutely essential. And by enlisting in a single solution that serves as the benefits broker, businesses can also negotiate the very best rates from benefits providers.

 

Enterprises can take this one step further by automating the employee benefits administration process. As a result, employees will be able to easily enroll for benefits online, eliminating waste (such as unnecessary paper forms) for the company. It also makes it easier for staff to quickly determine which benefits are available, allowing them to better select those that meet their coverage needs.

 

3. Make the switch to predictive analytics

 

Prescriptive analytics have been the norm for several years, allowing employers to make smarter and more efficient decisions. Predictive analytics is the next frontier, giving firms the power to model and forecast future macro trends. As workforces age, for example, organizations will see an impact on both benefits expenses and requirements. An influx of newer, younger employees would also require some changes. The same is true as workforces become more global and diverse. In order to remain competitive, employers will need to adjust accordingly with every evolution.

 

These evolutions are not limited to a change in workforce alone, however. Preventative health screenings can also play a role, as well as a change in working practices. A company that implements new safety protocols, for example, could lower the number of accidents and thus reduce absenteeism. Predictive analytics can then be used to better match benefits to all of these changes.

 

Employers must also recognize that while data is invaluable, it should only be obtained after receiving employee consent. The California Consumer Privacy Act is one of the first legislative reminders that employee data is not only useful but very sensitive information. Organizations that wish to use it must earn and maintain the trust of its employees, both in how the data is utilized and how it is stored.

 

The time is now

 

The new year represents an opportunity for enterprises to take charge of their benefits offerings by investing in the right technologies. Whether looking to reduce costs or striving to lower the administrative burden, now is the time to take action. A single benefits management solution can prove to be invaluable in overcoming these and other issues. At the same time, predictive analytics can provide an unprecedented ability to model and forecast future macro trends.

Supporting Diversity & Inclusion Through Benefits

By Chris Bruce, MD and co-founder, Thomsons Online Benefits

 

Last year, 800+ executives in the U.S. pledged to make elevating diversity and inclusion a workplace priority. This work is crucial, especially in Silicon Valley where half of startups still do not have any women in their leadership teams. Attracting and retaining diverse talent can be challenging, but it’s imperative that HR teams use all resources available to them in this effort, and that processes are in place to ensure female talent is nurtured, developed and has equal opportunity to progress in the organization.

 

Employee benefits can play a critical role in ensuring everyone feels included and cared for. Here’s how, from data analytics to benefits personalization, companies can use technology and benefits programs to create an employee benefits proposition that appeals to all.

 

Personalizing through wellness pots

 

Instead of using a one-size-fits-all solution that may only serve the needs of a limited number of employees, wellness pots can serve differing interests and needs. Companies offering wellness pots to support employees’ mental and physical wellbeing are automatically ahead of the curve. These employees are able to spend their wellness pot contribution on the benefits offerings that best support their diverse interests and needs. For example, one employee might take personal training, another could join a mindfulness program and a third take up drumming lessons. Not only do people feel better supported, but they have even more reason to regularly engage with their benefits which can lead to them using and valuing them more.

 

Employing data and analytics

 

To help companies make better decisions to support D&I, those that use pulse surveys to gather feedback from employees should begin segmenting the data by gender, generation, ethnicity, geography, and any other relevant subsection within the company. Not only does this give HR the opportunity to be proactive, but by only looking at total numbers there is a risk of missing  opportunities to identify and fix issues for specific groups.

 

Additionally, there’s a wide range of data available to employers from benefits software that many are not taking advantage of. For example, our research showed that only 48% of organizations measure benefit take up levels and 46% measure employee wellbeing. Companies are however beginning to understand just how important data and analytics are. Over a quarter of respondents are intending to begin collecting this information on benefits take-up and program engagement this yea. Combining the qualitative data from surveys with the quantitative data that can be derived from benefits technology, can create a powerful tool for HR and benefits teams.

 

Increasing flexibility

 

Another way to support all employees is by offering ‘floating’ PTO days to accommodate all employees’ civic or cultural preferences. For example, employees could choose to switch out their Presidents Day holiday for Election Day. What’s more, employers can also give the option to work remotely when needed to accommodate employee needs if something of importance to an individual worker, like an Ash Wednesday service, won’t take the entire day.

 

What’s more, those who work from home have been shown to be more productive, working an additional 1.4 more days per month, although it will be seen in the coming months how productivity is impacted under the new circumstances of working from home due to COVID-19. This is a win-win for both employees and employers and should alleviate any fears around productivity and flexible working. Beyond that, there can be additional long-term payoffs for companies that are sure to be inclusive: our research found that 80% of HR decision makers believe that flexible working arrangements are important when considering talent retention.

 

The bottom line

 

Research has found that 85% of candidates ask about benefits at some point in the interview process so as a key talent attraction tool they must be strategically planned if they are to effectively support D&I right from the start of the employee journey. With this in mind, employers must make their benefits more relevant, easier to access and more engaging in order to meet the needs of an increasingly demanding and diverse workforce. Only then will every employee – of any age, from any location, of any background or culture – be able to get the most out of their benefits and really feel their value.

 

 

 

Three trends shaping the future of benefits and HR in 2020

A new year is like the dawn of a new era – the start of something fresh as the world transforms once more. This is especially true in 2020 as a shift in HR and benefits enters the spotlight. Now more than ever, enterprises recognize the challenges of the having many-to-many relationships, the importance of employee health and wellbeing, and the need for a new approach to benefits. These are the topics that will shape not only the next 12 months but also the next few years.

 

1. The many-to-many vendor structure will be replaced

 

Employers have come to recognize the impact benefits can have on improving engagement and performance. In fact, benefits are considered to be more important than job role, colleagues or organizational culture in eliciting loyalty. But that doesn’t change the fact that employees are frequently disappointed by the poor experience of interacting with their benefits.

 

Instead of a smooth and seamless experience with access to everything in one place, employees are often frustrated by the lack of clarity and ubiquity. When filing a claim, for example, they might discover that the necessary information cannot be found within their employer’s benefits administration platform. It could be on a vendor site, creating another hurdle – or worse, it might be lost somewhere in a filing cabinet. This is not good for employees or employers, and it inevitably reduces the positive results that benefits were designed to deliver in the first place.

 

These problems are caused by the typical, many-to-many relationships between companies and vendors. Those relationships often lead to higher operating costs, a higher risk of errors and a disjointed experience for employees. This will change in 2020 as employers begin to not only request but demand a standardized operating model. They will come to recognize the need for a marketplace approach that eliminates the hassle of the many-to-many vendor structure. At the same time, this approach can improve the user journey and provide an unprecedented level of customization and personalization.

 

2. Employees will take center stage

 

Organizations can’t survive without a strong, dedicated staff. That’s because employees are more than an integral cog in the company machine – they are the lifeblood of the entire enterprise. But if their needs are not being met, the enterprise is likely to suffer.

 

Things are starting to change, however. After years of putting customers first, businesses have begun to realize that it’s time to focus on their employees. Our research found that employee health and wellbeing were among the top benefits strategy objectives for North American organizations. Businesses are striving to meet this objective in a variety of ways. Some are relying on wellness pots that allow employees to decide how they use a wellness allowance. Others are considering a shortened workweek that can be beneficial to both employees and employers, reducing stress while maintaining or improving productivity.

 

By focusing on employees – the very people who create the products and services designed to meet customer needs – enterprises will be better equipped to thrive in 2020.

 

3. Employers will embrace a next-generation approach to benefits

 

In a world where the largest companies are trying to do more at the local level, businesses still struggle to implement effective benefits programs across their global branches. To get it right, they must understand the benefits practices of each location as well as the competitive environment. Consider Japan and Canada – there are not any common characteristics between these two countries. This is the norm, not the outlier, so businesses must understand that no two regions are exactly alike.

 

Legislation also plays a role, so they must be mindful of that as well. And in this increasingly digital world, enterprises are expected to offer an intuitive digital experience for employees to access their benefits.

 

There are so many different things to consider beyond basic healthcare: short- and long-term disability, life insurance, emergency out-of-country care, and so on. Many companies try to figure this out on their own, but inconsistencies can be found across the processes and procedures. This adds to the complexities enterprises face in deploying benefits programs that meet the needs of each country in which they operate.

 

This will finally change in 2020 as enterprises embrace a next-generation approach to benefits management. By relying on a brilliant, consistent employee and administration experience, multinational corporations won’t have to compromise any longer. With access to steady and reliable data and insights, organizations will be prepared to make better decisions and achieve greater global oversight of compliance requirements. These are just some of the changes that will lead to a truly localized approach for multinational corporations.

 

Big changes are coming

 

Organizations are evolving. They’re recognizing the importance of employee health and wellbeing. They’re frustrated by the costly many-to-many structure of building relationships with multiple vendors. And they’re searching for a next-generation approach to providing benefits. All of these things will begin to culminate in 2020, paving the way for big changes in the months and years ahead.

Prepare for the future of HR with these 3 simple steps

By Chris Bruce, Co-founder and Managing Director of Thomsons Online Benefits

Technology plays a significant role in the way benefits are delivered, selected and utilized. From the way they are accessed by employees, to the way employers are able to use data to personalize benefits to meet the needs of each individual, the future has never been more exciting. There are more opportunities for organizations to support their employees than ever before.

This is not limited to the newest startups or most high-tech industries — every company can take advantage of the benefits evolution. Here are three tips illustrating how your business can do the same.

Step 1: Provide easy access for all

Benefits technology is about more than having access to insurance or gym membership reimbursements. Employees now expect their interactions with enterprise technology to match those of consumer tech, with all the associated ease of use. They want quick and easy access on any device, enabling them to view and engage with their benefits at any time, from any location.

Our Global Employee Benefits Watch report found that loyalty (81%) and pride (79%) were particularly high among employees who can easily access their benefits. Of those who found access to be difficult, just 37% said they were proud to work for their organization. If the benefits experience is not up to par, employees are less likely to engage. This shouldn’t be taken lightly – multiple Gallup polls have shown that engaged employees are much less likely to look for another job.

Step 2: Embrace personalization

When trying to determine which benefits are best, it’s imperative that businesses remember that every employee is unique. Gender, age, culture and geography are among the aspects that shape benefits preferences for each individual. Thus, a single approach may not be the best way to serve every employee within an organization.

But the solution isn’t as difficult as it may appear. Wellness pots, for example, offer a simple alternative to a blanket, take-it-or-leave-it approach. They allow employees to choose how to spend funds allocated to wellness benefits, which can include more than a monthly gym membership.

Employers should also be looking to people analytics to help inform their benefits strategy. By having access to reliable data on which benefits are most popular among which demographic, they can divert spend or create bespoke packages to best meet the needs of these employees.

Step 3: Take full advantage of people analytics

We live in a data-driven world, where the amount and range of data being collected is growing on a daily basis, offering instantaneous results on everything from how and when we work to when and where we use our benefits. By extracting deep organizational insight from data, enterprises can become much more targeted in the types of benefits they offer employees. Our research indicates that 59% of global organizations based in the U.S. have improved their benefits programs by observing workers’ interactions with their benefits platforms.

In just three years, the number of organizations building people analytics teams rose 68% (versus 15% a few years ago). Organizations wholeheartedly recognize that people are their biggest asset, which is why they are so eager to build these teams. And with a wealth of data now available, businesses can ensure they are getting the very best from their people.

Embrace the future

It is now possible for employees to access their benefits from virtually anywhere. At the same time, personalization allows workers to receive the benefits they want most. Additionally, people analytics are improving engagement and productivity while enhancing benefits programs. These are the innovations that will propel HR forward in the years to come. But you don’t have to wait for the next phase – the future is already here. Are you ready?

Brighten employee spirits this holiday season with more flexibility and choice

While the holidays are a source of happiness and joy for many, more than 70% of Americans struggle to relax this time of year, and nearly half worry about finding the perfect gift. It’s become such a problem that 30% of Americans wish they could ditch gift-giving altogether. Others are bogged down by the rush to keep up with activities and expectations. Organizations need to recognize these pressures and make sure they are connecting with employees during this stressful period. They can start – and pave the way for a wonderful 2020 – right now.

Holiday cheer through the new year and beyond

Employers can celebrate the season with any number of team-focused events, including potlucks, dinners or even a quick brunch. There’s no wrong way to do it – all that matters is that the team feels supported and appreciated.

And it doesn’t have to end with the arrival of the new year. Businesses can continue to boost employee morale by hosting group yoga sessions, company-wide charity fundraisers, or a trip to a local event or museum.

This is especially important when considering the research on employee wellness. Our study of 2,000 employees found that almost a third (31%) are kept awake at night by workplace stressors, including their interactions with management and colleagues. This further highlights the tremendous impact the workplace can have on someone’s mental health. In providing a little holiday and new year cheer, businesses can make a big difference and improve employee wellbeing.

The gift that keeps on giving

The vast majority (80%) of HR decision makers agree that flexible working arrangements are important when considering talent retention. In other words, businesses are in a unique position to give the ultimate gift this holiday season: time.

Most employees would value the opportunity to start their day a couple hours early. This would allow them to avoid rush hour and still make it home in time to cook a holiday feast. Others might benefit from a later schedule that allows them to catch up on sleep before the next family visit. For jobs that can be performed from any location, employees would also appreciate the option to work remotely. In turn, employers could reap the benefits of increased productivity.

A present just for them

Gift cards have become one of the most popular gifts during the holiday shopping season. Compared to a homemade scarf or knitted sweater, it might not feel like the most personal option. But it’s very personal to the recipient, who can choose which items to purchase.

Wellness pots – the “gift card” of employee benefits – offer a similar level of freedom. With the flexibility to spend money on things that meet their needs, they are a great way to support employees’ mental and physical wellbeing during the year’s most stressful periods. Whether drum lessons, mindfulness programs or art classes, wellness pots make it easy for employees to choose exactly what they want.

Brighten their spirits

Don’t let the stress of the holidays bring the most wonderful time of the year to a screeching halt. It can be a time of loneliness and anxiety, but organizations can play a huge role in changing that. They can bring employees together for festive gatherings and outings that support their mental and social well being. Businesses can also offer flexible working arrangements that allow each employee to decide when and/or where to start their day. And by empowering their teams with wellness pots, they can provide an unprecedented level of employee choice. Best of all, these benefits can be used to support employees long after the holidays are over – a win-win for any time of the year.

Three Facts Highlight the Disparity Between Single and Married Employees

More than 110 million Americans over the age of 18 are currently unmarried, but many companies have been slow to adjust to support modern relationships, creating an unnecessary value gap between married and single employees.

Looking to dig a little deeper, we asked 300 U.S. HR decision makers about the differences in their benefits programs based on employees’ marital status. We found that an overwhelming 90% of companies offer additional benefits to employees who are married. Disparities between single and married co-workers can be seen across the entire benefits ecosystem with everything from PTO to healthcare and flexible working. Here are four ways singles are losing out to their married counterparts.

1) Unmarried employees have less time to spend with family and friends – and it’s costing them

Unfortunately for most, if you are unmarried you are likely to receive less PTO than if you are legally married. There are significant monetary differences here: married employees receive an average of 3.6 additional days off compared to those who are not. Those days could come in the form of additional paid time off for a wedding and/or honeymoon in the case of 22% of companies. With the U.S. median household income at $56,516 (or $217 per working day), single employees are missing out on approximately $775 in PTO value.

Married employees also receive healthcare contributions totaling $461.80 per month on average. That’s more than $100 extra than the average amount paid to employees who are single ($344.35). Multiplied over a 10-year period, single employees can expect to miss out on $14,094 in healthcare benefits compared to their married counterparts.

As if that weren’t enough, married employees also receive additional pension contributions from 34% of companies.

2) They get fewer days to care for relatives in need

The Family Caregiver Alliance reported that in 2019 there were approximately 39.8 million caregivers providing care to adults with a disability or illness in the U.S. This amounts to a sizeable number of Americans (17%) who need additional family support outside of caring for children.

While almost three quarters of companies offer weeks of paid family leave to employees with children, only 44% offer that option to those who have other family caregiver responsibilities – that’s a 26% gap between the two.

3) They are presented with fewer working options

There is a strong belief that married employees, and especially parents, should be prioritized when it comes to flexible working. More than half of HR decision makers say their firms offer 4-day work weeks to employees with children versus 36% who offer it to everyone. HR decision makers justify this preferential treatment, with 69% saying that “flexible working is more important for colleagues with children.”

More than 60% agree that the benefits system currently works best for the nuclear family model and that “it’s unfair that colleagues without partners don’t receive the same flexible benefits as those that have partners or children.” Despite their acknowledgement that change is needed, they have yet to make flexible arrangements equally available across their workforce.

Personalization is the answer

The importance of benefits flexibility, choice and personalization cannot be overemphasized. More than 80% of HR decision makers agreed that all employees should have access to personalized benefits that suit them best. Unfortunately, only 59% are actually offering these to all employees. And of those respondents who do not yet offer personalized options, just 15% are planning to do so in the future.

Now is the time for greater recognition of diverse lifestyle choices and new family structures in the workplace. The current strategy – in which organizations reward some employees but not others – will only breed resentment. Instead of getting more out of those who are single, companies could wind up with employees who are unhappy with their working arrangements. Unhappy employees are less productive and less likely to remain loyal to their employer, creating another unnecessary issue: turnover.

If organizations want to attract and retain top talent, they need to understand that fair treatment must be extended to everyone. Failing to do so could lead to unintentional discrimination against the average single person. By carefully evaluating the needs of every employee, companies of all shapes and sizes can create a benefits offering that’s truly appreciated – and is valuable and inclusive for all.

Wave Goodbye to the Pitfalls of Presenteeism

The US Department of Labor says that the average American takes eight days off every year, meaning workers gift thousands of dollars of unused vacation time to their employers annually. But why?

Part of the issue is presenteeism – which plagues corporate America and, at the last calculation, costs the country $150 billion a year. This estimate attributed lost productivity due to poor health conditions of employees who still came to work – but did not take into account other effects – such as how presenteeism can also affect company culture, worker retention, and talent attraction.

The basic definition of presenteeism is when an employee spends more time at work than is required – including if they are unwell. A report from NPR, Robert Wood Johnson Foundation, and Harvard T.H. Chan School of Public Health found over half of Americans go to work when they are sick.

Deadlines are feared, having too many actions to return to, and expectations that employees must put work before their own health. For many workers, presenteeism is engrained in company culture. And it’s a problem many industries are grappling with as they increase flexible working policies that improve work life balances.

Companies must take the necessary actions to combat this issue, with three steps to consider below:

Step one: Addressing the root causes

Organizations should first take steps to address the root causes of poor physical and mental health within their workforce by offering comprehensive benefits packages. To have the greatest impact, these should include wellbeing support through a holistic benefits package such as wellness initiatives/allowances, access to mental health resources, massage or acupuncture sessions, and nutritionist sessions that support employees’ physical and mental health.

Additionally, technology is essential for HR and benefits teams to counter presenteeism. As well as offering sophisticated analysis that enables HR to track the popularity (and, therefore, success) of any company initiatives over a period of time, benefits tech and wellness pots can make a more immediate and tangible impact by allowing employees to self-administer benefits to impact their day-to-day health and happiness. This opens up an endless list of options, for example this could include access to yoga classes, therapy sessions, or financial wellness training. This digital approach to benefits management not only also means employees can access their benefits whenever and wherever they want, but provides data back to employers on what benefits are being used (and therefore valued.)

Step two: Analyze company culture

Presenteeism is often a cultural issue entrenched in an organization by the behavior of the leadership team or company values that haven’t yet evolved. While most within a company will recognize change as necessary, direction and leadership must first come from management.

If workers see management and leadership teams taking time off when they’re sick or are in need of a rest, they’ll be far more likely to do the same. It sends a clear message that when somebody is ill, they too should take the time to recover and when work is done, it’s time to go home.

HR can also facilitate open discussions about the importance of wellbeing to help shift company culture by using listening exercises that demonstrate to the workforce the company cares. Furthermore, organizations can take polls and surveys to help address any gaps in company benefits packages that could enhance their employees’ wellbeing – there is no shortage of ways employers can try to make improvements in this area.

Step three: Tech is key

Technology has effectively allowed more employees to work from home or other remote locations. Remote work brings many benefits such as reduced stress by saving money and time on commuting. But with this comes a need for balance.

Employers must be clear to workers that when they are sick, they should not be sending emails or seen online. When they are ready and well enough to return to work, they will be recovered, rejuvenated, and more productive.

We have a lot of work to do to address and eliminate presenteeism. Companies need to start by looking at their culture and management structures to better understand how to lead by example. People should be made to feel comfortable to take time off when they’re physically or mentally unwell without fearing piles of work or judgement from their manager – or their colleagues. This means actually taking time off when rest is needed so they can recuperate, and not working remotely which should be actively discouraged by managers during sick leave.

Cultivating Workplace Culture Through Technology

Although individual employees’ wants and needs differ, one point remains true for so many. That beyond salary, they want to feel valued and work in an environment where company culture is a priority. Employers therefore need to take the lead in prioritizing company culture in a number of meaningful ways, from benefits to flexible working.

Technology has given us the opportunity to stay connected wherever we are but is often blamed for creating our “always-on” culture. Employers and employees grapple with the question of whether this way of working is actually contributing to or hindering workplace culture from evolving. But technology in the workplace has huge potential when it comes to promoting overall company culture by bringing personalized benefits to life, while transforming the way we work.

Technology in the workplace 

In recent years, the use of technology has been under fire for having negative repercussions on both mental and physical wellbeing, from creating eyesight problems to producing a sense of social isolation. Thanks to technology, we can work anywhere, at any time which is very convenient, but it can also lead to an always-on culture in the workplace.

On the other hand, technology has enabled people to access all the information they need about their benefits in one place, from a range of devices, making them feel valued and appreciated by their organization. In fact, Our Global Employee Benefits Watch report found that 81% of employees who can easily access their benefits said they feel loyal to their employer, while 79% of employees who can easily access their benefits said they were proud to work for their organization. This flexibility also means that previously admin-intensive tasks, such as submitting expenses or choosing benefits for example, have become quicker and easier, not only for the employee but the HR department as well. HR teams no longer have to waste resources on manual tasks. Instead, they are able to use technology to automate these activities to free up time to focus on larger, more strategic initiatives. It’s important that organizations recognize the power of technology as a vehicle to communicate and support their culture, enabling the changing needs of the modern workforce.

Company culture remains top priority

A great company culture is now essential for attracting and retaining employees. Taking it a step further, giving employees a purpose and reason to work for you over a competitor, aside from just pay and compensation, can be a differentiator. Culture manifests itself everywhere from the office environment, the values the company operates by, to company policies and benefits offerings.

A quick win is to look at the benefits you offer your employees and ask – do they align to your values? Do they help to promote the culture you want to create? A key part of that exercise will be examining how employees access and interact with their benefits. Benefits technology not only allows employees working anywhere to access their benefits and engage with their organization, but allows the HR team to examine which benefits are resonating most with their employees and deliver an offering that is reflective of their culture.

Business leaders paving the way

Change must happen from the top. Business leaders need to take charge in promoting a culture of technology as a force for good. In order to do this, there are foundational changes that need to happen.  Executives need to ensure that all their operations are set up to provide employees with the same workplace experience, wherever and whenever they’re working.

From a cultural perspective, being able to access benefits from anywhere is as important as having access to email. Employers need to be able to provide remote access to all platforms – benefits included – so that employees aren’t forced to go into the office to access the information they need.

Benefits offerings require flexibility 

Benefits offerings speak volumes about an organization and exemplify what values they truly believe in. For example, if a high proportion of an organization’s employees work from home, offering a cycle to work program or gym membership tied to office locations is not only useless, but exemplifies a lack of consideration for the needs of their employees.

Instead, employers need to offer personalized benefits that match individual needs based on preference, location and schedule. This will help build alignment between culture and benefits. If businesses wish to develop a flexible culture, offering benefits that employees can enjoy from anywhere is important. But businesses can’t stop there. It’s also vital that these benefits are communicated to all employees in an effective manner, and that they’re accessible whenever needed. Benefits technology bridges this gap.

When developing company culture, technology should be a major cornerstone. We live in a technology-enabled world, and employees expect this same connected experience at work. Employees want to feel both appreciated and supported by their employers and technology can be the first step in cultivating an authentic workplace culture.