“You cannot mandate productivity; you must provide the tools to let people become their best.”
– Steve Jobs
It’s fair to say that the pandemic has produced a rollercoaster of emotions for many people, particularly in the workplace. Employees have experienced overall pressure and intensity in terms of physical, psychological, and financial well-being. It has forced them to live and work in radically different ways.
Watch our video below or read the article underneath to understand more!
As we enter the post-vaccine era, an increasing number of employees regard their workplace benefits as an essential component of their employment contracts. It has changed the workers’ value. They have realized more the undeniable interconnectedness of work and life. Employees are more concerned with their well-being than ever before. As employee needs and expectations have shifted, company benefits need to evolve alongside. Employers should remodel their employment benefits to address the aftereffects of the COVID-19 pandemic and boost workplace productivity in this post-pandemic period.
WHAT BENEFITS ARE EMPLOYEES LOOKING FOR?
For companies to thrive in today’s economy, retaining the best employees is vital. Employees expect more from their employers and are demanding additional benefits to
protect them from pandemic stress. Therefore, employers must address their needs to keep them happy, healthy, and productive, which leads to your company’s success.
ENHANCING OVERALL WELL-BEING SUPPORT
● Physical and Care benefits – Even though we are already in a post-vaccine world, people are still afraid because of what the pandemic has amplified to the world. They continue to be concerned about COVID-19, not only for themselves but also for their families. Employees cannot leave their home life that easily anymore. They bring their worries to work, which reduces their productivity. Employers must recognize that health benefits are critical to their employees’ success at work. Therefore, organizations must redesign workplace health benefits to suit this post-pandemic workforce.
Employees can receive child care or family caregiving assistance. It would be perfect also to provide them with better health, dental, and vision insurance. Employers should also consider fitness classes, online medical services, and interactive health and wellness experts’ sessions. An employer should demonstrate empathy and understanding to their staff and give them the peace of mind they need in the workplace.
● Mental / Emotional Support – Anxiety, stress management, and depression were already major workplace concerns before the current health crisis; however, the pandemic has heightened these concerns. Employers can help staff members get back on track by providing mental health services such as counseling and therapy. The company’s benefit plan should also offer mental health support to those struggling to adjust to life after a pandemic.
● Financial Well-being – For most people, the pandemic has been the most financially challenging years. Financial stress is associated with poor physical well-being, which leads to decreased employee productivity and unexpected absences. This proves that an employee with poor financial health affects their well-being and impacts their bottom line. Employers should address these issues to help employees reach their full potential at work and achieve the best possible outcome for the company. Financial well-being also includes providing them with financial literacy/education to improve their financial health and make better financial decisions.
BOTTOM LINE
Why adapt to the post-pandemic era of employment benefits? Disregarding your employees’ needs will only result in decreased productivity, increased absenteeism, and mental and physical strain. All of this will only lead to the company’s demise. A good employer understands that a company’s most valuable asset is its workforce. Protecting your employees’ overall well-being also means protecting the company’s health.
As we adapt to the post-pandemic employee benefit plans, employers should seek assistance from firms that have also innovated. Employers can offer employees new and appealing benefit options while still saving money by partnering with innovative firms.
