Healthcare and Benefits Archives

How to Choose the Perfect Wellness Incentive Provider

October 24, 2023/Company Culture, Employee Benefits, Employee Experience, Employee Well-Being, Health and Wellness, Healthcare and Benefits /by Kathryn Felke

In today’s competitive post-pandemic world of work, HR and business leaders recognize that employee wellbeing is a must-have for a strong, successful organizational culture. This is why wellness incentives have emerged as a powerful tool to attract and retain top talent.

By enhancing employee morale and engagement, strong wellness incentives help boost retention and productivity. Ultimately, company performance improves, as well. What else should you consider about wellness incentives? Take a closer look:

Understanding the Power of Wellness Incentives

In recent years, the number of people struggling to manage mental, physical, and emotional health has risen dramatically. Naturally, these issues are spilling over into our professional lives. As a result, most employers no longer treat wellness programs as optional perks. Instead, many organizations now consider wellness programs a strategic investment that fosters employee wellbeing and organizational growth.

This isn’t just wishful thinking. Studies show that a healthy workforce is more engaged and productive. In fact, companies with carefully designed wellness programs experience lower healthcare costs, less absenteeism, and higher employee satisfaction levels.

What’s more, a holistic approach to wellness (integrating physical, mental, and emotional health), demonstrates that people are valued as individuals. This resonates deeply with employees, who increasingly place work-life balance and personal wellbeing above other priorities.

But all wellness solutions aren’t created equal. So what does it take to find a wellness incentive provider that meets your particular needs? Here are steps that lead to successful outcomes:

7 Steps to Find the Ideal Wellness Incentive Provider

1. Identify Your Organization’s Needs

As you embark on a journey to select a wellness incentive provider, it’s crucial to assess your organization’s specific challenges and requirements. Start by defining your wellness requirements based on factors such as company size, employee demographics, industry practices, and standard wellness program benchmarks.

However, it helps to dig deeper. You can pinpoint specific issues that need attention by gathering intelligence from multiple internal sources. For example, conducting surveys, analyzing health data, and gathering ongoing employee feedback, can provide the insights you need to better reflect employees’ concerns and interests.

Whether you focus on reducing stress, promoting physical activity, or supporting mental health, staff input can align your wellness initiatives with their priorities as well as your organization’s mission and values.

2. Evaluate Potential Providers

The market for wellness incentive providers has grown substantially in recent years, so the number of available choices may seem overwhelming. However, not all providers are created equal. You’ll want to thoroughly research potential partners to ensure your organization reaps all the benefits you want to gain from a wellness program.

Because first-hand experience can offer valuable insights, it’s a smart move to ask trusted peers and industry networks for recommendations. Once you have a reasonable shortlist, take the time to investigate each provider’s expertise, reputation, and track record in delivering effective employee wellness solutions.

It helps to develop a qualification scorecard mapped to your organization’s priorities. For example, consider factors such as the range of services each vendor offers, as well as their ability to customize programs, their technology capabilities, and the level of customer support they provide.

3. Tailor Your Program Offerings

Today’s workforce is increasingly diverse. Team members bring a variety of interests, backgrounds, and needs to the table. That’s why one size does not fit all when it comes to wellness incentives.

A successful program offers a menu of options that cater to these differences. For instance, while some employees might be motivated by fitness challenges and step competitions, others may benefit more from mindfulness workshops or nutrition seminars.

The right provider should be able to craft a program that resonates with your employees and encourages broad participation. By recognizing and responding to individual preferences, you create a more inclusive and effective wellness initiative that will appeal to a spectrum of employees.

4. Consider Technology and User Experience

In today’s digital age, technology plays a pivotal role in the success of wellness programs. In fact, a highly accessible, user-friendly platform can make or break program adoption, engagement, and momentum. The wellness incentive provider you choose should offer a seamless digital experience that simplifies program enrollment, participation, and progress tracking.

Whatever technologies are at the heart of your program — mobile apps, wearable devices, online platforms — should be intuitive and easy to navigate. This helps employees develop a sense of empowerment and motivates them to integrate wellness activities into their lives. A provider with robust, well-designed technology can ensure that wellness becomes an integral part of employees’ daily routine, rather than a chore.

5. Prioritize Culture Fit and Communication

A wellness incentive program should seamlessly integrate with your organizational culture and values. Look for a provider that understands your company’s ethos and is prepared to design initiatives that resonate with your workforce.

Effective communication is a linchpin of these programs. The provider you choose should help you craft compelling communication strategies to raise awareness, engage employees, and drive participation. Working hand-in-hand, you can develop and deliver regular updates, newsletters, and workshops that create a sense of community and enthusiasm around wellness, fostering an environment where people feel fully supported and valued.

6. Measure and Demonstrate ROI

To secure buy-in from stakeholders and justify your investment in wellness incentives, it’s imperative to measure and demonstrate return on investment (ROI). Establish clear goals and key performance indicators (KPIs) that align with your organization’s objectives.

Be prepared to track metrics such as increased productivity, reduced healthcare costs, decreased absenteeism, and improved employee morale. The right wellness incentive provider will assist you in collecting and analyzing data, offering insights into the tangible benefits your organization reaps from the program. Effective data-driven reporting not only showcases your program’s success but also guides future adjustments for even better outcomes.

7. Don’t Forget Contract Terms and Pricing

When finalizing your partnership with any wellness solution provider, pay careful attention to the contract terms and pricing structure they offer. A fair, transparent contract ensures a fruitful relationship that benefits both parties. Focus on these factors:

Negotiate agreements that align with your budget and long-term goals. Inquire about any hidden costs that might arise during program implementation or expansion.
Also, keep scalability in mind. As your organization grows, your wellness program should have the flexibility to adapt and accommodate a larger workforce without disproportionately increasing costs.

A Final Note on Wellness Solution Providers

In the evolving landscape of workplace trends, wellness programs have become a cornerstone of employee satisfaction and organizational success. By understanding the power of wellness incentives, identifying your organization’s specific needs, and carefully evaluating potential partners, you set the stage for a program that will enhance employee wellbeing and elevate business performance.

Through tailored wellness programs that cater to diverse employee preferences and effectively leverage digital technology, you can create an environment where wellbeing is not just a buzzword but a shared commitment. In addition, by ensuring a strong cultural fit, incorporating ongoing communication, and measuring ROI, you will strengthen your program’s foundation, so your organization can successfully foster employee wellbeing now and in the future.

Pet Perks: Why It’s Paws Up For This Hot Benefits Trend

October 17, 2023/Company Culture, Employee Benefits, Employee Well-Being, Healthcare and Benefits, HR, Open Enrollment, Workplace Empathy /by Becky Seefeldt

In the wake of the Covid pandemic, employee benefits have experienced a significant transformation. Increasingly, employers are focusing on benefits that enhance individual wellbeing and are easy to customize. Also, as budgets tighten, affordability is becoming a key factor. This is why pet perks continue to gain popularity.

How exactly are pet-friendly solutions adding value to employee benefits? Let’s take a closer look…

Why Pet Perks Are On The Rise

Employers invest in benefits because they want to attract top talent, foster a positive company culture, enhance employee engagement, increase inclusion, boost workforce wellbeing, and encourage retention. That’s a tall order for traditional benefits to fill.

So now, more employers are integrating innovative options like pet-friendly perks into their workforce benefits strategy. Compared with standard workplace benefits, pet perks may seem like a fringe concern. But they can be highly effective as part of a holistic approach that enriches the employee experience by recognizing individual needs, preferences, and values. Here’s why:

During the pandemic, pets became office mates for many people working from home. At the same time, interest in cat and dog adoption grew by 250%, with nearly 1 in 5 households adding a four-legged friend to their family.

People naturally want these companions to be happy and healthy — especially now, when many employees are returning to the office on a part-time or full-time basis. Pet-related benefits can provide financial and moral support that gives employees peace of mind and tells them you genuinely care about their quality of life.

How Pet Perks Work

One way to cover pet-related costs is through a specialty benefits account that each employee can personalize for their unique needs. This account can include a variety of options, such as:

Pet insurance
In-person and mobile veterinary services
Medicine/prescriptions
Obedience classes
Dog walkers
Grooming services
Pet food (including prescription food)
Pet sitters

How Pet Benefits Enhance the Employee Experience

Engaged employees are the key to a strong culture and a successful organization. When employees feel connected and cared for, they’re more committed, satisfied, and productive. One way to show you care for employees is by investing in what matters to them — including cherished pets.

Often, people think of their pets not just as animals, but as part of their family. Supporting employee pets with insurance, as well as pet-friendly policies and activities, demonstrates a genuine commitment to workforce wellbeing.

As a result, employees are likely to feel appreciated and valued as team members. Ultimately, this emotional connection can translate into improved job satisfaction, productivity, and willingness to go above and beyond in their work.

3 Ways Pet Perks Build Better Organizations

Pet-friendly policies, practices, and benefits help employers in a variety of ways. For example, this strategy can:

1. Attract and Retain Top Talent

Finding and keeping qualified talent can be challenging, especially in a tight labor market. Today’s job candidates are drawn to companies that actively support their growth, health, and overall quality of life. They’re also more inclined to choose an employer that appreciates and supports them as individuals.

Offering pet perks can help your organization stand out and tip the hiring scales. What better way to show applicants you care for your team than by actively supporting the health and welfare of their pets? And with a comprehensive pet-friendly strategy, you can appeal to a broader spectrum of candidates and strengthen your position as an empathetic employer.

A pet-friendly environment also can have a direct impact on retention. Research says employees are less likely to resign if they believe their boss values their pets and cares about their wellbeing. In fact, over half of dog owners say they would stay on board if they could bring their pets to work. This means pet-friendly policies and practices can lead to lower turnover and recruitment costs.

2. Foster a Positive, Diverse Company Culture

Collaboration, creativity, and innovation are hallmarks of thriving work cultures. One way to promote an atmosphere of camaraderie and belonging is through pet-friendly policies and practices.

For example, encouraging people to exchange pet-related stories and experiences can build common ground that brings team members closer together. What’s more, by welcoming pets to the workplace, you can foster an even stronger sense of companionship and community.

Inclusion is the secret to a rich company culture, so keep this in mind when developing pet benefit options. Ask everyone to participate in defining their interests and requirements. This encourages a sense of ownership and buy-in among the pet owners on your team.

3. Boost Wellbeing and Retention

Employee wellbeing is essential for job happiness, productivity, and longevity. A pet-friendly environment can improve physical, emotional, and financial wellbeing in multiple ways.

For instance, bringing pets to the office and participating in pet-related activities can create a more relaxed, fun work atmosphere. In fact, when one survey asked employees about the benefits of dogs at work:

58% said it boosts happiness
57% said it relieves anxiety or stress
55% said it encourages healthy breaks
52% said it increases social interaction

Other studies show that workplace pets help reduce stress and enhance mental health. This can lead to a more positive, productive environment.

In addition, by assisting with insurance and other pet-related services, you can make it possible for employees to give their pets the care they deserve without worrying about extraordinary costs. This financial security can reduce overall stress and improve emotional health.

Are You Ready to Run With Pet Perks?

For any company where staff wellbeing and cost efficiency are top priorities, pet benefits are a unique opportunity to put an “experience-first” benefits strategy in motion.

By embracing pets as a natural part of employee wellbeing, you can get a leg up in attracting talent in today’s competitive hiring market. Pet perks can distinguish your company as a progressive employer that cares about the unique needs of individual employees in a more holistic way. By welcoming pets, you can open the door to an environment that’s more fun and engaging for all.

What’s more, by financially supporting employee pets with personalized benefit options, you’re likely to boost retention, productivity, and performance. And getting started is easier than you might think.

Employee Benefits Communication Success Strategies

October 3, 2023/Employee Benefits, Health and Wellness, Healthcare and Benefits, HR Communications, Open Enrollment /by Tarek Kamil

In the aftermath of the pandemic, employers have received a massive wake-up call — in more ways than one. Who knew so many people would rush to quit their jobs when The Great Resignation rolled through the workforce? And who thought organizations would still be embroiled in return-to-office battles, after everything we learned about remote work during the lockdown?

We’ve all felt our share of disruption in recent years. And with so much uncertainty around health and wellbeing, many employees are realizing just how important health benefits are. No wonder Pew Research found that, among people who quit their jobs in 2021, nearly half (46%) left primarily because benefits like health insurance and paid time off were lacking.

As a result, many employers have been racing to rethink their benefits packages. It makes sense for any organization that wants to attract and retain strong talent. But providing a comprehensive benefits package is not enough. You also need to be sure people understand what you offer and know how to make the most of what’s available to them.

This is where employee benefits communication can make a huge difference. In what ways? Let’s take a closer look at why and how the right strategies and tactics help…

Why Employee Benefits Communication Matters

You can provide the world’s best benefits package, but if people don’t know about it, you’re bound to miss the mark. This is why clear, consistent communication should be an integral part of your benefits strategy. Employees deserve to make informed decisions about the benefits they use. And it’s in your best interest to demonstrate your commitment to their wellbeing.

Employee benefits communication is more than just broadcasting information about healthcare plans, retirement savings programs, and other perks. It serves as a bridge between employers and employees by fostering workforce trust, engagement, and satisfaction.

Too often, employees don’t fully grasp the breadth and depth of their benefits package, or they’re unaware of recent updates and additions. For example, it’s not hard to imagine scenarios like these:

A staff member doesn’t realize they’re eligible for paid time off, so they forego much-needed opportunities to relax, recharge, and focus on personal priorities. Their stress level rises. putting them at risk of burnout.

Another employee avoids preventative medical care because they don’t know it’s covered by their health insurance plan. This delay causes an undetected condition to take hold.

Missed opportunities like these add up. And the negative impact reaches beyond employee health and wellbeing. It can also lead to costly unintended consequences when people feel exposed and unsupported, and they decide to leave.

In the wake of Covid, it’s even more important for employees to feel like they’re in the loop. Not only are healthcare costs continuing to rise, but people are more concerned about their health and wellbeing. In fact, 77% of survey respondents told CVS Health that the pandemic prompted them to pay more attention to their health in general, and 50% said the 2020 quarantine helped them achieve their health goals.

But on the downside, nearly 1 in 4 CVS survey respondents said they don’t understand their out-of-pocket medical care costs, and they don’t know how to interpret information published by their health plan provider.

By clearly communicating benefits, you can ensure that employees are more aware and invested in managing their wellbeing. This, in turn, can improve workforce productivity and loyalty.

Employee Benefits Communication in Recruitment

The first step in showing potential employees you truly care starts with effective benefits communication during the recruitment process. Most job candidates seriously consider benefits when choosing an employer, so showcasing your benefits package can differentiate your company and help seal the deal.

Be sure to clearly articulate the breadth and depth of your benefits in recruitment materials and job postings. This includes detailed information about health insurance, retirement plans, vacation policies, and any additional perks or unique offerings.

To make this information more coherent and memorable, you may want to publish a guide or brochure. Also, to extend your reach, consider using multiple communication channels.

For example, in addition to job postings and company websites, try leveraging social media platforms, employer branding videos, and employee testimonials to make your benefits offering more visible and enhance its perceived value. Digital outreach can help you tap into a broader pool of candidates with visually compelling content that is easy to access and understand.

How to Plan Benefits Communication

The annual enrollment period is naturally when organizations focus on benefits communication. But ideally, this is a continuous process. That’s why you’ll want to develop a year-round plan:

1. Before Open Enrollment

Create a communication roadmap to ensure that employees will have access to the information they need at the right time, so they can make informed decisions. This plan should outline key messages, relevant channels, and timelines for key events, as well as content development, production, and delivery.

Keep in mind that you’ll want to build awareness and anticipation among employees prior to open enrollment season, so they’ll be more prepared to engage when the time comes. Also, consider providing early access to educational resources and tools so people have ample time to familiarize themselves with available options and make informed choices.

2. During Open Enrollment

Targeted, ongoing communication is crucial throughout the open enrollment cycle. Plan to utilize various channels, such as email, intranet portals, and in-person meetings. This should ensure that employees receive consistent, personalized information about benefits options, relevant plan changes, and important deadlines.

Employees also appreciate opportunities to ask questions and seek clarification, whether through HR representatives, benefits fairs, online forums, or dedicated helplines. By maintaining open lines of communication, you can address any concerns promptly and provide the support people need to make informed decisions.

In addition, a benefits guide can be a particularly powerful tool, not just during enrollment but throughout the year. Think of it as a comprehensive resource with detailed information that clarifies various available options, along with eligibility criteria, enrollment processes, and frequently asked questions. You may also want to include real-life examples and case studies to help employees envision various benefits in action. This guide can be produced in print as well as digital formats, to meet diverse content preferences.

3. After Open Enrollment

Even after enrollment closes, you’ll want to reinforce the value of your organization’s benefits throughout the year. For example, you can provide timely updates when plans or processes change. Also, you can communicate about wellness activities, events, and resources, as well as employee assistance programs, and other support services.

In addition, it helps to offer feedback channels, as well as dedicated resources to assist employees who need help to access benefits and use them effectively. Regularly promoting these services reminds everyone that you care about their health and wellbeing.

Top Trends in Employee Benefits Communication

When planning, developing, and delivering benefits communication, consider these hot trends:

1. Personalization

Because individuals have unique communication needs and preferences, personalized communication is an increasingly important trend. By leveraging innovative AI technology, you can tailor benefits communication to individual life stages, topic interests, content preferences, and more. This customized approach elevates engagement and helps people better understand and appreciate the benefits available to them.

2. Multichannel Approach

With the rise of digital communication, it’s essential to adopt a multichannel strategy. By integrating diverse communication channels such as email, intranets, mobile apps, and social media platforms, you can reach employees across different generations and work environments. As a result, benefits information becomes more readily available when and where employees want it.

3. Gamification

Gamification techniques make benefits communication much more engaging and interactive. This includes quizzes, challenges, and online simulations that help educate employees about their benefits. By infusing an element of competitive fun, gamification encourages active participation, boosts knowledge retention, and improves the overall effectiveness of your communication efforts.

4. Simplified Language

To enhance comprehension and eliminate confusion, employers are moving away from complex jargon and using simplified language in benefits communication. By focusing on clear, concise messaging you can ensure that employees understand the details behind each benefit. This empowers them to make better-informed decisions.

A Final Note on Benefits Communication

Above all, keep in mind that successful benefits communication is an ongoing process that requires regular evaluation, adaptation, and feedback from employees. Working hand-in-hand with other internal communication efforts, benefits communication plays a vital role in shaping employee engagement, satisfaction, and retention. Ultimately, by relying on modern practices, you can develop and implement a communication strategy that resonates with your workforce and enhances their health and wellbeing.

Navigating the Affordable Care Act - Strategies and Best Practices for Employers

The Affordable Care Act: Employer Strategies and Best Practices

September 27, 2023/Compliance, Editor's Picks, Employee Benefits, Featured, Healthcare and Benefits, HR /by Meghan M. Biro

Sponsored by ADP

The Affordable Care Act (ACA) has transformed how employers offer and deliver healthcare to their employees. Whether you’re an established employer who’s been tackling the ACA’s myriad regulations since Day One, or a newer employer navigating them now, there are two elements you can’t overlook. First, compliance isn’t an option, it’s a must. Second, the ACA isn’t simple — and there’s a lot to know.

The risks of ignoring or getting ACA regulations wrong include potentially costly penalties, as well as tarnishing your carefully built employer brand. The good news is that there are plenty of resources in place for getting it right, from information to experts to technology. Read on for some tips on the best practices and strategies employers need to know to comply with the ACA.

The Affordable Care Act Explained: A Comprehensive Mandate

Signed into law in March of 2010 by President Obama, the Affordable Care Act established a mandate that changed the nature of employment, scaffolding a platform of healthcare offerings — and plenty of risks around non-compliance.

Size Matters

The bigger an organization, the more complex healthcare offerings are going to be, in general. The same is true with ACA compliance risks. But smaller organizations aren’t exempt. While not required to offer health coverage for their employees, if they do offer coverage, it must conform to ACA standards. For smaller businesses trying to attract and retain talent by offering benefits comparable to larger competitors, staying in compliance is critical.

1. Smaller Organizations

The ACA defines smaller organizations as those with less than 50 full-time or full-time equivalent employees. According to U.S. Census Bureau data published by J. P. Morgan Chase, nearly half of U.S. employees — 47.3% — work for small businesses. Most smaller businesses are very small: 88.1% have under 20 employees.

Smaller organizations may be eligible to offer their employees health insurance through the Small Business Health Options Program (SHOP) Marketplace. This marketplace provides a platform for small employers to explore and purchase health insurance plans for their employees, with the ability to easily compare plans, access enrollment tools, and potentially qualify for small business tax credits.

If an organization has less than 25 full-time equivalent employees, and the sum total of average annual wages falls below a certain threshold (which changes year to year), it may be eligible for tax credits under the Small Business Health Care Tax Credit to help offset the cost of providing health insurance coverage to employees.

2. Larger Organizations

Any employer with 50 or more full-time or full-time equivalent employees is considered an applicable large employer (ALE) according to the Affordable Care Act. ALEs need to offer at least basic health care coverage — known as minimum essential coverage (MEC). They also need to meet the ACA’s Employer Shared Responsibility Provisions, which mandate that health insurance coverage is offered to at least 95% of the organization’s full-time employees and their dependents.

The ACA describes mandated coverage as “affordable” and “adequate” — terms that can’t be ignored. Employers are prohibited from placing the burden of excessive costs onto employees (as in unbalanced cost-sharing).

Affordability criteria apply to all employers: essentially, it’s correlated to an employee’s required contribution for coverage, which is no more than 9.12% of that employee’s household income in 2023. As for adequate coverage, it must conform to ACA standards and include essential health benefits.

Timely Reporting and the Right Forms

Employers face a range of reporting requirements, including accurate documentation, timely, careful reporting of employee information, and filing by the deadline with the IRS and other state agencies. Most organizations will want to work with ACA experts to make sure they’re complying with the ACA’s strict and complex reporting requirements. There are layers of information to address correctly, along with periodic changes to adjust to as the ACA is updated.

While small employers don’t have to file the same IRS forms as large employers (see below for those), they may be required to provide a Summary of Benefits and Coverage (SBC) to their employees, as well as other information. Again, it’s important to stay up to date to meet transparency requirements, avoid penalties, and receive certain tax credits.

As for large employers, along with various forms for state agencies, they need to file:

1095-C form with information on what the coverage offers, employee eligibility, and coverage affordability;

1094-C form that summarizes information on the 1095-C, and includes an overview of compliance with ACA requirements as well as the number of employees covered;

1095-B form for health insurance providers and self-insured providers, which includes information on people covered under their health plans, duration of coverage, period of coverage, and other details.

These forms are usually filed at the end of February or March (if filed digitally) of the next calendar year for the year before. That means the right forms have to be provided to employees by January 31. (As with all things IRS, best not be late. Read on…)

Employer Penalties and Risks

Depending on the size of your organization and the level of non-compliance with the ACA, you could be looking at substantial penalties.

Calculate your potential risk with ADP’s ACA Compliance calculator.

For smaller organizations, the penalties are understandably smaller in scale. But there are consequences if, for instance, they fail to provide affordable coverage, or if an employee qualifies for a premium tax credit through the Health Insurance Marketplace — since they didn’t have access to affordable health care coverage through their employer.

For large organizations, as of 2023, an ALE that doesn’t meet the 95% compliance requirements for full-time or full-time equivalent employees and their dependents could face a 4980H(a) penalty. This is a yearly penalty of $2,880 (or $240 for each month) per full-time employee, minus the first 30 employees. An ALE that provides unaffordable employer-sponsored coverage, provides coverage that doesn’t meet minimum value requirements, or has one or more full-time employees who receive subsidized coverage through the exchange could face a 4980H(b) penalty. This is a yearly penalty of $4,320 divided by 12 for each full-time employee who receives subsidized coverage through an exchange in a month.

Staying in Compliance: 6 Best Practices

Ensuring compliance with the ACA takes a multi-pronged approach, from staying on top of eligibility information, to meticulous documentation, to leaning on an expert team, to leveraging the best technology. Consider these six best practices as part of your ACA strategy:

1. Dive into Employee Eligibility

This isn’t a guessing game. Employee eligibility criteria involve multiple factors, including hours worked and full-time or part-time status. Full-time means those working at least 30 hours a week or 130 hours a month, on average. Full-time equivalency looks at the combined hours worked by part-time employees.

2. Manage Affordability

Stay on top of affordability requirements as they change year to year, and make sure you understand the ACA’s definition of affordability. Employers should also regularly review their coverage to make sure it’s still within affordability parameters, since healthcare costs are rarely fixed. Be proactive at monitoring costs so you don’t wind up in noncompliance.

3. Maintain Documentation

Create a system for keeping all documentation related to ACA. Retain all records on eligibility, coverage offers and any changes made to health plans. Keep all documentation on affordability calculations and credits, as well as communication with employees.

Retain all reports and forms, and include details about when data was filed, what data was filed, and other pertinent information. Whatever format you use — such as electronic folders or Cloud-based storage — make sure it’s secure, accessible, and permits easy, fast retrieval. Establish document retention protocols that meet industry best practices as well as your organization’s own internal practices.

4. Conduct Continuous, Careful Reporting

Timely and accurate reporting of required information is crucial for ACA compliance. Stay updated on reporting deadlines and be ready to provide the necessary documentation in compliance with ACA regulations. Another trigger for penalties is not filing accurate or on-time information returns with the IRS and applicable state agencies. A shoddy reporting system could be expensive.

5. Build a Team You Trust

A thorough compliance strategy team can provide the critical support employers need to navigate the ACA’s complexities. It ensures that a business can benefit from a breadth of expertise, establish a coordinated approach, and stay on top of regulatory changes and developments.

The presence of an ACA team can also encourage compliance across multiple tiers and locations of a larger organization, establishing a single source of truth, as it were, along with a consistent, timely, organized strategy. Adherence isn’t always a simple matter. As with all complex regulations, there may be gray areas and there will likely be questions. How effectively and quickly these can be addressed could make all the difference when it comes to avoiding penalties.

6. Harness the Power of a Digital Platform

Combining a team that understands ACA compliance with digital tools that streamline ACA compliance processes is a win for any organization. It enables employers to focus on core business operations without losing sleep over ACA compliance risks. A robust platform designed to simplify and optimize at the same time can offer a range of functions covering everything from reporting and forms access to data hygiene and updates. It’s a highly effective approach to mitigating risk and minimizing compliance gaps.

What to look for in an ACA compliance platform? Look for a system packed with the right features. Look for automation that makes it easy to generate ACA forms with accuracy — that, alone, can be a game changer. Make sure the platform offers integration and data management between HR, benefits administration, and ACA reporting tools, as well as a central, safe location for records and data management.

Real-time monitoring and reporting, easy-to-use dashboards and analytics can provide of-the-moment status and progress, and support timely compliance. Tools for calculating potential risks and penalties can shed light on questions quickly and support better decision-making. As with any modern platform, an array of integrated features means an employer is well-supported. In this case, integration is essentially table stakes.

If You Get a Penalty Notice

The most important first step to take if you receive a penalty notice is to respond quickly. Then, reach out to your team. And if you don’t have an ACA team of HR professionals or dedicated, trusted ACA experts, this is when you’ll need it.

Lean on your team for guidance on how to best establish a plan of action. Focus on responding with thorough due diligence and correct documentation. Make sure the reasons for the noncompliance finding are clear, and carefully address and resolve each requirement detailed in the penalty notice with your team’s support.

The Affordable Care Act: New Landscape, New Complexities, New Changes

Like many transformative pieces of legislation, the ACA is anything but static. It’s a continually iterating set of requirements and standards. Established with the best of intentions, it undoubtedly raised the bar for what employers offer in terms of healthcare to their employees, as well as how much time, care, and effort goes into administration.

At the same time, modern organizations are dealing with the pressure to stay competitive, stay relevant, attract and retain strong talent, and grow in the new world of work. Healthcare as an industry has also changed — and its evolution continues.

The keys to navigating the ACA in this environment are adhering to best practices, reaching out for external expertise, and leveraging the best digital solutions available. It’s this combination of resources that will most effectively streamline compliance efforts, reduce risks, and provide the most comprehensive and affordable healthcare to your workforce.

Learn more about compliance with The Affordable Care Act from ADP’s ACA experts in this on-demand webinar: “The ACA and Health Care Reform: Federal and State Developments.”

Employee Experience by the Numbers: Top 5 Concerns

September 26, 2023/Company Culture, Employee Engagement, Employee Experience, Employee Recognition, Employee Retention, Healthcare and Benefits, Talent Analytics /by Jose Andres

In recent years, employee experience has taken center stage as a primary indicator of organizational success. As a result, HR and business leaders increasingly want to understand which employee experience concerns are top of mind for today’s workforce.

Gone are the days when a stable job with a reasonable salary was the only key to employee satisfaction and retention. Now, employers recognize that a more holistic approach yields numerous benefits. For example:

Satisfied employees tend to be more productive, innovative, and loyal.
Employees who are committed and engaged, become powerful company advocates, not just internally, but among public circles, as well. This kind of support leads to a more positive employer brand.
A strong employee experience helps attract and retain top performers.

Recently, we conducted a survey to explore today’s biggest employee experience concerns and their underlying factors. Based on input from more than 10,000 employees at nearly 100 technology companies, this employee experience report paints a comprehensive picture of how people feel about their jobs and work environments.

Whether you’re an HR professional seeking to improve your organization’s talent strategy or a business leader aiming to provide a more fulfilling work environment, these findings can help you drive positive change. Specifically, the survey revealed 5 issues that deserve more attention…

Top 5 Employee Experience Concerns in 2023

1. Compensation is Lacking

Fair, competitive salaries are essential to attract and retain top talent. However, many organizations don’t seem to meet expectations. In fact, 46% of survey participants told us they deserve a salary increase.

If financial constraints make it difficult to offer direct salary increases, creative alternatives may fill the gap. Strategies like these may help:

Expand Benefits Choices

Adding more options can make a significant difference. For instance, practical perks such as meal vouchers, childcare discounts, and transportation subsidies are highly appealing to some staff members. Diverse choices add flexibility to your compensation framework while helping more employees feel valued and supported.
Emphasize Intangible Benefits

Quality of life is deeply important to many employees. You can appeal to their interests with solutions that address post-pandemic work-life challenges. For instance, develop a formal remote work or hybrid work program, try implementing a 4-day workweek or flexible work schedule, or offer extra vacation time as a company-wide bonus option.
Manage Private Healthcare Coverage More Effectively

Healthcare coverage is the cornerstone of a holistic compensation package. It promotes employee health and wellbeing, while serving as an attractive incentive for job candidates. However, as healthcare costs continue to rise, access to quality care is at risk. Negotiating better insurance packages on behalf of your staff can position your company as an industry leader.
Facilitate Training Scholarships

Many employees recognize the value of continuous learning and skill development. Adding subsidies for professional development and continuing education to your compensation scheme encourages professional growth while preparing team members for the future of work.
Encourage Performance-Based Bonuses

Does your organization have a well-defined bonus program? Fair, equitable financial incentives are a dynamic mechanism that motivates people and reinforces achievement. By linking goals to rewards, you inspire employees to excel while advancing your organization’s agenda.

In summary, salary remains a critical concern. However, because employee experience is complex, a multifaceted compensation strategy makes sense. Think of creative ways to circumvent internal constraints so you can keep your workforce motivated, satisfied, and engaged.

2. Stress is Overwhelming

Persistent stress erodes physical and psychological wellbeing. As a result, unrelenting work stress drains employee motivation, productivity, engagement, and performance.

Remarkably, 33% of employees told us they suffer from work-related stress. Employers can’t afford to ignore this issue. But what actions are helpful?

Invest in Wellness of All Types

Employee wellbeing touches all facets of life, including mental, physical, emotional, financial, social health, and beyond. Ideally, all these dimensions work together to support people throughout their professional lives. By offering a variety of wellness programs, you can help employees build the strength and resilience they need to adjust and move through personal and professional challenges.
Promote Awareness and Education

If people don’t understand what causes work stress, they’re likely to struggle. Raising awareness about warning signs and skills to deal with these challenges helps people act on their own behalf. For instance, you can offer classes and resources about mindfulness and stress reduction, as well as time management, communication, and delegation techniques. By developing skills like these, employees learn how to recognize and respond to factors that trigger stress.
Establish Channels for Open Dialogue

Healthy cultures foster open communication. This includes opportunities to acknowledge employee issues and actively address those concerns. Collaborative conversations about stress and its causes not only lead to better solutions but also strengthen the bonds between employees and the organization.

The ramifications of chronic stress transcend the individual experience, casting a shadow over workforce productivity and morale. By fostering a culture of wellness, you can ease stress for individuals and create an environment where employees thrive.

3. Work-Life Balance Doesn’t Exist

Healthy work-life integration drives employee commitment, motivation, and performance. At the same time, it relieves work stress, which can increase job satisfaction.

Our survey revealed that 26% of employees think work encroaches on their personal life. That’s not ideal. How can employers reduce this statistic?

Commit to Flexible Work Solutions

There are many viable possibilities. Flextime, remote or hybrid work models, and 4-day workweeks can help steer employees toward a more harmonious work-life coexistence.

As heated return-to-office debate continues, post-pandemic organizations have reached a critical crossroads. Standard work models may seem “safe,” but many employees no longer think they’re realistic.

In terms of work-life balance, flexibility helps people thrive professionally without compromising personal priorities. This can reduce work stress and elevate job satisfaction. If your company is still on the fence about return-to-work mandates, carefully weigh the potential consequences of ignoring work-life balance.

4. Employers Impose Too Many Needless Rules

Managing internal mandates consumes valuable time. Even worse, they can undermine your team’s ability to perform at its best. At least this is what we heard from 25% of employees who say their company enforces too many rules that serve no purpose.

Clearly, this gap needs attention. A possible solution is to involve employees in decisions about policies and procedures. By actively seeking input, you’re more likely to uncover redundant or needless standards. In addition, you can confirm which rules are crucial to operational excellence and gain broader support for enforcement.

When streamlining processes, constructive feedback is a powerful tool. It can help improve organizational efficiency. At the same time, it cultivates a sense of ownership among employees, which can foster a culture of continuous improvement.

5. Recognition is in Short Supply

When people aren’t recognized enough for their effort and results, their motivation and satisfaction levels suffer. And unfortunately, too many employers are missing the mark. In fact, 31% of respondents told us they prefer more frequent recognition.

Overcoming this challenge requires proactive measures. One strategy is to develop a formal process that encourages managers to share more meaningful recognition on a more consistent basis.

For example, programs that incorporate gamification techniques have proven highly effective. Some organizations also include peer recognition in their programs. This adds a dimension of mutual appreciation while reinforcing a sense of teamwork and camaraderie.

By prioritizing interpersonal workplace dynamics, recognition programs can boost morale and strengthen organization-wide engagement and performance.

Employee Experience Concerns Matter

Today’s post-pandemic workplace is shifting in multiple ways. Employee expectations and career aspirations are changing rapidly. It’s essential for companies to understand and respect these dynamics.

As you consider the 5 employee experience concerns we’ve outlined, what should you keep in mind? Organizations that prioritize these issues and respond thoughtfully are better equipped to attract and retain talent. Also, they’re creating cultures that thrive on adaptability, appreciation, and wellbeing. In short, they’re preparing now for continued success.

If you build your workplace on this foundation, you can look forward to being much more successful in the years ahead, as well.

Menopause at Work: What We All Should Know

June 16, 2023/Employee Benefits, Employee Burnout, Employee Engagement, Employee Happiness, Employee Well-Being, Featured, Health and Wellness, Healthcare and Benefits, Podcast, Podcast Recap, Podcast Recaps /by Meghan M. Biro

Sponsored by Peppy Health

When you think of menopause, what comes to mind? If you’ve already experienced this transition, you know the symptoms can disrupt your work life in unexpected ways. (Imagine a hot flash suddenly coming on when you’re leading an important team meeting. Didn’t your body get the memo?)

Concerns like these are causing far too many mid-career women to leave their jobs at a critical stage in their work journey. In fact, research says 1 in 4 menopausal women consider resigning, while 1 in 10 actually do walk away.

This is a double whammy for the world of work. It damages the earnings potential of women in their prime, while simultaneously jeopardizing business momentum for employers. After all, replacing experienced talent is tough — especially in today’s competitive market.

What to do? Let’s dig deeper…

Meet Our Guest: Barb Dehn

Please join me in welcoming Barb Dehn, VP of Menopause and Women’s Health Services at Peppy Health — specialists in gender-inclusive healthcare. Barb is a practicing nurse practitioner, award-winning author and nationally recognized health educator. She is certified by the North American Menopause Society (NAMS), and is also a Fellow of the American Association of Nurse Practitioners (FAANP).

We’re so fortunate Barb is bringing her expertise to us today, so we can learn about the all-too-often underestimated impact of menopause on today’s workforce. So let’s dive in!

The Stigma of Menopause

Welcome, Barb. Why don’t we start by discussing the stigma surrounding women and menopause. Do you think this is a byproduct of ageism?

Absolutely, there’s a stigma. And it directly affects a lot of women for several reasons:

First, we don’t want to let our biology telegraph that we’re getting older. So if you’re having a hot flash or a night sweat, or maybe you’ve noticed a little chin hair, you may feel like you’re not in control of your biology.

Also, you may wonder if others notice you’re not as young as you used to be. You may suddenly go blank in a presentation because you’re one of the 67% of menopausal women who experience brain fog.

We want to be part of a team and we want to be super productive. But that can be difficult if we’re not sleeping well. And sleep issues can last for 3-7 years before menopause even begins.

Linking Menopause With Wellbeing

Since the pandemic, wellness has taken center stage at work. What kind of menopause support can employers provide?

There’s so much companies can do. They may offer health insurance, but it can be difficult to get an appointment with a specialist about menopause-related issues. Even then, specialists sometimes dismiss people or minimize their symptoms.

So employers are stepping up and offering easy access to specialized health-related services for women, men and the LGBTQ community.

The Impact on Midlife Careers

I was surprised to see that 25% of menopausal women have considered leaving the workforce. Why is that?

Women may struggle because they’re juggling other stressors. Perhaps they’re caring for family members — elderly parents or maybe teenagers at home.

But then if their sleep cycles are disrupted by hot flashes or night sweats, they’re up all night. So it’s not surprising when they feel they can’t function.

Resources for HR

So, what kind of resources are available to managers and HR?

Well, listening to this podcast is a start. We need to be open and more curious about this.

Also, an anonymous survey might help you find out what people are experiencing so you can respond to their needs, rather than making assumptions.

Plus, you don’t need to be an expert to offer a safe, open door policy and give people some flexibility when they need it.

And of course, I invite everyone to visit Peppy.Health online, because we have all sorts of free resources, from anonymous surveys to downloadable PDFs you can use to help people talk with their managers about this…

For more insights from Barb about how to help people manage menopause at work, listen to the full podcast episode. And be sure to subscribe to the #WorkTrends Podcast on Apple Podcasts or Stitcher.

Also, to continue this conversation on social media anytime, follow our #WorkTrends hashtag on Twitter, LinkedIn, and Instagram.

Can the Corporate Fitness Center Make a Strong Comeback?

April 11, 2023/Employee Benefits, Employee Burnout, Employee Experience, Employee Well-Being, Health and Wellness, Healthcare and Benefits /by Ann Wyatt

These days, many facets of work life are changing. But here’s one trend you may not have been expecting to see: The return of the corporate fitness center. Why is this happening?

Many employers are requiring staff to return to the office for at least several days a week. In fact, 77% of Fortune 100 companies have already adopted hybrid work schedules.

As a result of this shift, employees are expressing interest in reconnecting with colleagues they saw only on Zoom calls during the pandemic. With the days of forced remote work behind us, people naturally want to strengthen work relationships. And smart employers are responding in creative ways that build a sense of community.

This shift opens the door for a corporate fitness center comeback. However, the fitness facility of 2023 looks a bit different than you may recall from the past. Today’s corporate fitness center is becoming a community hub of sorts for employees who share an interest in health and wellbeing.

Inside the New Corporate Fitness Center

You’ll still see employees showing up at the corporate fitness center for individual workouts. But you’ll also see them participating in a variety of other activities such as:

Small group training sessions
“Buddy Sessions”
Wellness challenges of all sorts
Educational classes, seminars and series

Some are even involved in workshops with registered dieticians who are helping them embrace a lifestyle of holistic health and wellness.

In the broader health and wellness industry, boutique and specialized fitness gyms are already doing an excellent job of delivering programs like these. In fact, they’ve hit a new gear recently, primarily because they’re able to develop a “tribe” culture, where people work together and hold one another accountable for reaching their goals.

I think we’ll see corporate fitness centers fulfilling that same need in 2023. Here are 3 key ways they’re already rising to the challenge…

3 Fresh Corporate Fitness Center Moves

1. Growth in personal and small-group training

In the fitness centers we manage for clients, we’re seeing a huge surge in employees signing up for personal and small group training opportunities. As I mentioned above, this trend is largely driven by employees’ desire to reconnect and build deeper bonds with their colleagues. But another factor is involved here, too. People are looking for the special kind of accountability and support that comes with peer-to-peer programs.

As an employee at one of our client sites recently explained: “My workout motivation starts in the fitness center. I love my gym friends and the staff! We all need community, and the fitness center community is so important to me. I didn’t realize how much I missed being physically present here during these past few years.”

Requests for personal training are also exceeding pre-pandemic levels at many of the corporate fitness centers we manage. And we’re finding that employees are looking for more than just physical training during these sessions.

We know we’re serving savvier fitness consumers who have clear expectations about what they want to gain from membership in a corporate fitness club. And we’re expanding our scope to incorporate more facets of wellbeing into these programs. For example, we now include education and support for stress management, sleep education, and nutrition basics.

2. More collaboration with employee clubs

Partnering with existing on-campus interest groups is a great way to tap into audiences that are already connected and engaged. For example, we recently helped a technology industry corporate fitness center collaborate with multiple employee clubs for the company’s “Spirit Week” activities and annual 5K run.

Also, for one of our medical technology clients, we partnered with on-campus veterans clubs to engage members in customized fitness challenges. For Navy vets we arranged a rowing challenge, while Marines performed tire flips, and Army vets focused on push-ups. Then we pivoted the military fitness challenge to a 1k/5k run, so hybrid workers could easily participate from anywhere, anytime, depending on their schedules.

3. The rise of hybrid fitness memberships

I think we’ll also see corporate fitness centers get creative in how they deliver services to employees. They’re already doing this with so-called “hybrid memberships.” This relatively new kind of membership model gives employees a chance to tailor their wellness activities to their schedule.

Let’s say your employees work on a hybrid schedule where they’re at the office two to three days a week. On those days, it’s easy to workout at the on-site fitness center, where they get a great club experience as well as opportunities for social interaction. Then, on days when people work remotely, they can participate in virtual fitness activities from home.

This way, they can join live or live-streamed fitness classes, and also tap into on-demand content for convenient access to activities no matter where they’re located. Also, with these new hybrid memberships, they can now visit local yoga, boxing and pilates studios, so they can fit workouts into their schedule whenever and wherever it makes sense for them.

We’re seeing lots of enthusiasm for this model — combining on-site sessions, partner gym networking and at-home workouts — with the corporate fitness center as the hub of all these wellness activities.

Final Thoughts

The overarching theme here is convenience and simplicity. Whether employees are working on-site, remotely or in hybrid mode — we want to help them stay active and maintain healthy habits. Now, corporate fitness centers can support these goals in more ways than ever. Keeping things simple, accessible, and fun is the key to consistency.

I know from experience that with benefits, “more” isn’t always better. It’s really about benefits that are relevant, useful, and easy to apply. And with the advances we’re seeing in corporate fitness centers, I think wellness programs will soon become even more valuable and popular among employers and employees, alike.

Can Commuter Benefits Help People Return to the Office?

February 14, 2023/Employee Benefits, Employee Experience, Employee Well-Being, Healthcare and Benefits, HR, Hybrid Work, Pandemic and Post-Pandemic, Travel Management /by Becky Seefeldt

The pandemic changed how we live and work in so many ways — not the least of which was the daily commute. But now, after years of working remotely, many employees are returning to the office at least a few days each week. That’s why employer-sponsored commuter benefits are on the rise again.

No matter what an employee’s work schedule may be, this kind of support eases the transition to onsite and hybrid work. It gives employees the flexibility to choose the transportation options they prefer. And by demonstrating a commitment to employee wellbeing, this kind of program also contributes to workforce recruiting and retention.

What Are Commuter Benefits?

Daily travel to and from the office can be a significant source of stress. Commuting can be time-consuming and expensive, especially if you drive your own car. Gas prices are hovering at an all-time high, and the cost of maintaining a vehicle adds up over time.

Commuter benefits are designed to help ease this financial burden. Plans typically include funds to cover public transportation costs and parking fees. These are pre-tax dollars employees can set aside to pay commuting costs, up to $300 a month in 2023.

Employers assign this money to a specific account for employee mass transit or parking expenses. And employees can contribute additional funds to both accounts if they elect to do so. Any unused funds carry forward from one month to the next, and employees can adjust or stop their elections anytime.

Why Offer Commuter Benefits?

There are many reasons to offer this kind of program. Let’s take a closer look:

1. It’s a Great Way to Attract and Retain Top Talent

In today’s competitive job market, employees prefer working for companies with comprehensive benefits packages. Flexible commuting plans can help improve the employee experience by demonstrating that you care about workforce wellbeing, no matter where people need to work or when they need to travel.

2. It Helps the Environment

This kind of program is ideal if your organization is committed to sustainability or formal ESG goals. Here’s why:

The Environmental Protection Agency (EPA) estimates that gas-powered transportation causes 28% of U.S. greenhouse gas emissions. Encouraging less fuel-intensive commuting methods can help you reduce the number of cars on the road as well as the level of emissions they produce.

You can provide incentives for employees who choose public transportation, such as transit pass subsidies or reduced parking fees. In addition, you can promote ride-sharing options, such as carpooling or vanpooling programs. And with the rise of lightweight electric scooters, bicycles, and mopeds, you can offer post-tax reimbursement for these alternatives, as well.

Ultimately, these efforts can help your company reduce its carbon footprint.

3. It’s a Smart Business Move

Commuter benefits help reduce your payroll taxes because your employees are saving money tax-free to cover their commuting costs. On average, these programs can save employers about $40 per person, per month. For a business with 50 employees enrolled in the program, that translates into savings of $24,000 a year.

Why Employees Love Commuter Benefits

There are several reasons employees also love this kind of program. For instance:

They gain better access to transportation options they prefer.
They can improve their local community and the global environment. Choosing mass transit — including ridesharing and cycling options — helps reduce traffic congestion and pollution.
It helps them save money. This is especially true for pre-tax commuter benefits because employees can set aside money before taxes are applied.
Participation is easy. Commuter benefit plan funds accrue monthly. Any unused balance automatically rolls forward. And there’s no year-end “use-it-or-lose-it” penalty. In addition, enrollment choices automatically renew each year until an employee requests a change.
With custom plans, employees can enjoy additional travel perks that typically aren’t included in standard commuter programs.

Beyond Covid: Supporting a Better Work Commute

Over the course of the pandemic, many members of the workforce grew accustomed to working from home. And before the virus threat faded, most people feared returning to an office environment, let alone commuting on public transit.

But now, for employers who are ready to move forward with a successful mix of onsite and remote work, this is the ideal time to rethink the transportation benefits you offer. A creative mix of pre-tax and post-tax options can help get employees back on the road and back to work whenever they need to be onsite.

Not only does this help ease the financial burden of commuting for existing employees, but it also shows prospective employees that your company is committed to the “greater good” by making work-related travel as environmentally responsible as possible.

Final Note

Providing a thoughtful commuter benefits plan is a win-win for both employers and employees, alike. Your employees save on transportation expenses, while your organization reaps the rewards of improved productivity and morale.

No doubt, investment in offering stronger commuter benefits is a wise strategy for any employer that wants to address the near-term interests of employees who need to return to the office. But ultimately, it’s an investment that can pay off over the long term with improved workforce productivity and engagement.

What are the top corporate fitness trends for 2023? Learn from an industry insider in this article

Which Corporate Fitness Trends Will Shape 2023?

December 27, 2022/Employee Benefits, Employee Experience, Employee Well-Being, Health and Wellness, Healthcare and Benefits, Winner: Impact Award for Content Excellence /by Ann Wyatt

Content Impact Award - TalentCulture 2022 As a corporate fitness professional, one of my favorite activities at the end of each year is to set aside time to look back at what has unfolded over the past 12 months. It helps to review what has worked for our clients (as well as what didn’t work so well). An open-minded, reflective analysis is always a good way to put things into perspective before considering new possibilities and mapping a game plan for the New Year.

As part of this process, I’m constantly tracking what’s happening with corporate fitness trends. So much has changed over the past few years, thanks to the pandemic and the increase in remote work, it’s important to keep ahead of what no longer seems as relevant or useful and what is gaining traction. And in looking toward the year ahead, all the signals indicate that much more change is still to come!

So, fasten your seatbelts and let’s look at how employers can prepare for the future. Based on trends I’ve been following, along with my direct experience with our teams and our clients in recent months, here are 3 emerging priorities that are likely to define corporate fitness in 2023:

1. More Personalized Training

Get ready for a big surge in employee demand for more personalized services — things like personal training and small group training. Multiple factors are driving this corporate fitness trend. For example:

Early in 2022, as people slowly started to emerge from a more sedentary pandemic lifestyle, I started hearing that employees were looking for help to get back on track with their fitness and wellness goals. Not surprisingly, during the Covid years, many people developed some unhealthy habits — especially in terms of diet and fitness. The isolation of working and living at home full-time didn’t help, either.

Many people are now looking to break out of that cycle and are longing for a stronger sense of community. So, prepare to see an upswing in more intimate training environments that give employees broader support and guidance, along with opportunities to connect with others and share their journey through community experiences.

Also, my clients confirm that employees are interested in wellness goals that involve more than physical workouts, alone. People want to get back in shape, but they also realize the importance of focusing on things like sleep, nutrition and stress management. And this means they’re increasingly interested in a more holistic approach to health and wellbeing. These objectives are often easier to achieve with programs that include individualized coaching.

Digital tracking tools can also be helpful in supporting people in their wellness objectives. Already, more than 20% of Americans are using wearables that provide convenient access to personalized health and fitness data. Many people want to use this data more effectively to develop tailored workouts and lifestyle management programs that will help increase their training efficiency, improve their daily habits and elevate their health outcomes.

2. More “Hybrid” Fitness Program Memberships

Another thing I’m starting to hear often from our clients is that their employees are looking for a seamless, connected fitness experience that aligns with their busy lifestyles. They want to workout where they want, when they want.

This is where “hybrid memberships” come in. These relatively new programs provide employees with a combination of corporate fitness center access and virtual fitness classes, along with partnerships with local yoga, boxing and Pilates studios.

With these hybrid memberships, employees can workout at their corporate gym, at home or on the road when they’re traveling—all with the convenience of one membership rather than having to cobble it all together themselves. It’s the best of all worlds. And it’s bigger than just a brick-and-mortar fitness center—it’s a program.

Here’s one example: Kevin is a financial services professional in Indiana who comes into the office three days a week. During those visits, he goes to the on-site fitness center to lift weights. Typically, he talks with several fellow employees while he works out. It’s a great social experience. On the other two weekdays he works from home. On those days, he works out with a virtual fitness class through an app that’s connected to his fitness center and the same staff he knows and trusts. Over the weekend, he takes a spin class at a local studio that contracts with his company through the hybrid health program. Again, this hybrid program lets Kevin work out where he wants, when he wants. It’s all built into his schedule!

Inclusive hybrid memberships like these give employees the convenience, choice and variety they’re asking for. Plus, it provides access to the kind of connectedness and community people need with engagement that is hard to find elsewhere.

3. More Active Time Outdoors

We’re also hearing loud-and-clear from clients and employees that they want to get outside and move! A recent survey from the World Federation of the Sporting Goods Industry and McKinsey & Company, asked employees this key question:

“In which sports/physical activity categories do you expect to see a lasting increase in participation vs. pre-COVID-19?”

Of the 12 categories listed as potential responses, 84% of survey participants picked “outdoor activity” as their first choice.

Obviously, survey results like these underscore just how massive the pandemic’s impact was on corporate wellness programs. Over the past year, some companies started to experiment with fitness activities and events designed to get employees outdoors. Now it appears that this trend is catching on and may be here to stay.

For instance, one of our clients — a leading insurance company — has invested in a mobile open-air fitness trailer from BeaverFit. This makes it possible for employees to participate in healthy outdoor activities on a daily basis. Combined with programming delivered by on-site fitness professionals, this open air program is flourishing. And workforce wellbeing is improving as a result of employee participation in regular activities with physical and mental health benefits.

Final Notes on the Future of Corporate Fitness

These three corporate fitness trends are only a few of the emerging ideas we can look forward to seeing in 2023, as the space continues to evolve. With more personalized programming, more flexible options, access to innovative digital tools and a broader range of creative fitness locations, employee wellness is poised to make an even stronger comeback in the coming year. I look forward to seeing other innovative trends emerge that we aren’t even thinking about yet!

Is Quiet Quitting a Symptom of Poor Mental Health?

December 19, 2022/Company Culture, Employee Benefits, Employee Burnout, Employee Engagement, Employee Experience, Employee Happiness, Employee Performance, Employee Well-Being, Health and Wellness, Healthcare and Benefits, Mental Health Awareness /by Vittoria Lecomte

One workplace buzzword many people are eager to leave behind is “quiet quitting.” The phrase dominated headlines this year, especially when a Gallup poll revealed that at least half of U.S. workers are disengaged.

Although this term is quickly running its course, the underlying problem remains. In fact, work engagement continues to slide, indicating a growing disconnect between employees and employers. No doubt, the quiet quitting phenomenon is a symptom of ongoing workplace upheaval. But I suspect it also reflects the need for better mental health support at work.

What Research Says About Workforce Wellbeing

Even as post-pandemic work engagement is dropping, countless studies reveal that depression and anxiety are on the rise. And the uptick in layoffs and economic uncertainty creates even more stress. Let’s look closer.

Nearly three-quarters of employees (72% ) say they’re concerned about finances – up from 65% last year – according to a recent report from financial wellness solution provider, Brightplan. And PWC research indicates that declining financial health impacts employee mental health and work productivity. Specifically, PWC found that 69% of employees who are financially stressed are less likely to feel valued at work – and therefore, they are becoming less engaged.

Depression and anxiety are also leading reasons why people take time off from work. In fact, employers lose an estimated 12 billion workdays annually as a result of employee depression and anxiety. According to The World Health Organization and the International Labor Organization, this costs the global economy nearly $1 trillion a year. Both organizations acknowledge the need for concrete action to address workplace mental health.

How Can Employers Respond?

Some employers may ignore these disturbing trends. But others are taking action by creating an environment where workers feel more valued and supported.

For example, if you notice that “quiet quitting” is spreading among your ranks, it’s likely that these employees feel under-appreciated. By offering professionally managed support groups as a benefit, you can send a much-needed message that tells people, “We see you, we care about your wellbeing, and you are valued here.”

This kind of benefit extends assistance to people who might hesitate to pursue individual therapy — which has historically been costly and difficult to access. And the pandemic has only made it worse. For example, at the height of the Covid outbreak, the U.S. average wait time to see a therapist ranged from 29-66 days.

The Benefits of Group Support

Multiple studies underscore how support group participation leads to improved employee mental health and job performance. In fact, our own research found that when employees attended group sessions, 50% became more productive and 100% experienced improved attitude and outlook.

Why are these results so striking? When employees have access to a clinically-backed support group program, their social connectedness and mood tend to improve. This, in turn, alleviates depression and anxiety. And group support not only helps reduce anxiety and stress. It can also play a central role in preventive care strategies designed to avoid employee burnout.

Why Group Support Helps

Depression and anxiety can fuel feelings of isolation and loneliness – two key reasons why people seek group support in their personal lives. Providing a safe space where employees discuss meaningful issues and concerns can increase their positive feelings about work and improve overall job satisfaction.

Because group support encourages dialogue among people with different perspectives, it can help participants build trust, empathy and openness that carries over into the workplace. However, it’s important not to require colleagues to join the same group. Also, it’s important to respect participants’ privacy by preserving their anonymity.

While the benefits of peer counseling are well known, new studies demonstrate how digital group support can extend mental health services access to more diverse populations. For example, some people have limited mobility or are located in rural communities where trained mental health providers aren’t unavailable.

Video-based group support is an excellent alternative, because it is affordable and accessible online from nearly anywhere on any digital device. This encourages connections and therapeutic conversations without requiring participants to wait for weeks or travel long distances.

Tips to Improve Group Support

When offering this kind of mental health benefit to your employees, keep this advice in mind:

1. Emphasize Voluntary Participation

Everyone comes to the table with a unique background and point of view. This is why the group model can be a particularly powerful tool. So, although encouraging individuals to take advantage of this benefit can be helpful, avoid pressuring anyone or threatening them with repercussions. The goal is to destigmatize mental health and make pathways to wellbeing more accessible and affordable.

2. Prepare to Overcome Fears

Group support is a highly misunderstood term. Too often, people associate group settings only with treatment centers. In the workplace, many people who need support fear they’ll be perceived as “weak” and their careers will be damaged if they join a group. For anyone concerned about this, you can share positive use case data demonstrating how helpful and healing group support can be. Employers can leverage this information as a reference tool and assure concerned employees that their identity will be protected.

3. Insist on Anonymity

Video-based group support should provide access to online sessions on any day and time that works best for each member, while also protecting their identity. Solutions like Sesh, which is 100% HIPAA-compliant, let every user select a pseudonym. Individual data is never shared, and employees are notified when anyone within the same organization registers for their group.

My Perspective

I discovered the value of group sessions while in treatment for an eating disorder. Being part of a group was the catalyst that catapulted my recovery to the next level. This experience led me to launch Sesh.

Typically, therapist-led support is difficult to access, difficult to pay for and designed for monolithic audiences. That’s why I’m committed to extending therapist-led group support to people from all communities, circumstances and identities.

With an affordable, accessible group support experience through their employer, people can finally receive the high-quality mental health support they need and deserve. This helps individuals cope with challenging personal issues, while helping businesses create a more harmonious, productive workplace. And in the process, it may also silence quiet quitting. That is my hope.

Video in Employee Benefits Education 12-5-22

How to Level Up Employee Benefits Education With Video

December 5, 2022/Employee Benefits, Employee Experience, Employee Well-Being, Healthcare and Benefits, HR Communications, Open Enrollment, Retirement Planning /by Frank Mengert

As employee engagement continues to drift downward, organizations everywhere are looking for more efficient, effective ways to connect and communicate with their workforce. This is especially true for employee benefits education, where access to clear, complete and timely information is critical.

What better way to help employees understand their benefits than with video? In this article, we’ll explore why video is such an effective form of outreach, along with five ways you can use it to improve benefits education.

Why is Video Ideal for This Purpose?

As the saying goes, a picture is worth a thousand words. But what about video? In the business world, its popularity as a communication tool has skyrocketed over the past decade. And the pandemic only added fuel to the fire by forcing employers to shift toward video for internal communications.

Now, many organizations recognize just how powerful video can be in employee education. Why?

When people see and hear information within the context of a video, they’re more likely to understand and remember the message.
Video tutorials and walkthroughs are a great way to break down complex topics into manageable, memorable “bites.”
Video content is also highly shareable, so employees can easily pass information along and discuss it with others.

5 Ways to Enhance Benefits Education With Video

1. Offer Benefits Portal Tutorials and Walkthroughs

To ensure employees know how to navigate your benefits portal, it’s important to provide proper instruction. But with video, it’s no longer necessary to bombard people with lengthy written documentation.

Instead, brief tutorials are a great way to give employees a guided tour of your benefits site. Even a few quick, easy-to-follow videos can make all the difference in introducing employees to the portal so they become more comfortable conducting research and serving themselves.

2. Create Enrollment Screencasts

Enrolling in benefits can be daunting, especially when people are unfamiliar with the process. Rather than sending out lengthy written instructions or expecting employees to figure it out independently, you can use screencasting to walk them through the entire process, step-by-step. This helps people understand the open enrollment process, so they don’t become confused or frustrated by complexity.

Offering useful screencasts requires thoughtful upfront planning and production. But in the long run, it can save your benefits administrators significant time, by reducing the volume of routine questions and issues they must resolve.

3. Focus on Key Topics of Interest

Instructional videos are a terrific option if you want to provide more in-depth information about particular benefits topics. These videos can cover anything from an overview of your company’s health insurance plans, to guidance on how to use key portal features.

This is also a smart way to address common concerns or misconceptions employees may have about selecting or managing their benefits. By providing clear, concise information in a compelling visual format, you can help employees better understand every aspect of their benefits and how to use them.

4. Conduct Virtual Benefits Fairs

If your company offers a variety of benefits, staging a virtual benefits fair can be a useful way to consolidate information into a highly accessible “all-in-one” live online experience. Plus, you can record the sessions and make them available on-demand so employees can attend at their convenience.

Your programming could involve a series of short videos covering each benefit category. These sessions could be followed by an interactive Q&A session, where employees can ask questions of an expert at your company or from a related benefits vendor. This gives participants access to the information they need to make better-informed decisions.

5. Produce Video Testimonials

One of the most compelling ways to engage employees in benefits education is to illustrate how others are using these benefits. And what better way to do this than with video testimonials that let members of your workforce tell their story in their own words?

Featured employees can talk about why and how they selected specific benefits to improve their health, save for financial goals, or improve their quality of life. This not only helps others feel comfortable about their benefits decisions, even as it reinforces your organization’s commitment to workforce wellbeing.

Video Engagement Best Practices

Now that we’ve explored ways to use video to engage your employees in benefits education, let’s look at some best practices to keep in mind when creating any video content:

Be sure to put the audience’s interests first. What are their needs? What information do they want to see? How much time are they likely to invest in consuming this content? What should their next move be?
Strive to keep your videos short and to the point. Employees are busy and often can’t devote time or attention to long-form content.
Always test videos before you launch and promote them. Make sure they work correctly from end-to-end, and that employees can understand the concepts you’re trying to communicate. This will ensure a positive, productive enrollment experience for employees and support your broader organizational goals.
Don’t forget the marketing outreach needed to make employees aware of any education resources. Unseen video has little value, so be sure you invest in communication that will lead people to your educational content.

Closing Notes

Helping employees understand their benefits is crucial for employers and human resources departments. If you haven’t considered using video to communicate this information, you’re missing an opportunity to present complex benefits information in a way that is meaningful, quick and easy for employees to access. And in the long run, this self-service content can save your HR team significant time and money.

What caregiving benefits do modern employers provide? 6 business leaders share their answers

Which Caregiving Benefits Do Modern Employers Provide?

November 14, 2022/Company Culture, Elder Caregiving, Employee Benefits, Employee Experience, Employee Retention, Employee Well-Being, Healthcare and Benefits, Talent Retention /by Brett Farmiloe

What benefits are top-of-mind for organizations that want to attract and retain great talent in today’s challenging talent market? Many are finding it pays to step outside the standard benefits box with creative options that meet diverse employee needs. For example, caregiving benefits are gaining strong momentum.

To learn more about this, we asked business and HR leaders to describe one caregiving option they believe is essential in supporting employees as they move through various life stages — from family planning and fertility to childcare and eldercare. Their recommendations cover a spectrum of solutions:

Childcare Benefits
Tuition Assistance
Sabbatical Leave
Unlimited PTO
Nutritional Support
Family Medical Leave

To learn more about why these options are so helpful, read the responses below…

6 Caregiving Benefits for the Modern Workforce

1. Childcare Support

One “do-everything” benefit can’t cover all the complexities involved with each stage in life. To ensure higher utilization and satisfaction, focus on stages with the most impact on employees and find the best option for each stage.

Certainly, fertility and family planning are good benefits to consider. However, childcare has the biggest impact on employee retention and productivity.

Childcare costs are soaring. In fact, in most states, the average annual cost of childcare is more expensive than college. This expense means many working couples are considering whether they can even afford to have kids, or if one parent must resign from work to care for their children at home.

Childcare also has a direct impact on employee attendance. On average, parents who must respond to childcare needs miss 9-14 days of work each year. And more than 65% leave work early or arrive late because they lack access to care. This is nearly 3x more productivity lost than from employees who are managing healthcare issues.

Kevin Ehlinger, VP Product Marketing, TOOTRiS

2. Tuition Assistance

Higher education and vocational training open up a wide range of opportunities for employees. They equip workers with the skills and knowledge to pursue additional career options and improve job mobility.

Tuition assistance makes education more accessible, empowering workers and their families to plan for their future. Offering tuition assistance as a benefit helps attract high-quality candidates and helps them hone their skills while helping employers retain top talent. In addition, government education assistance programs in the U.S. let employers deduct sizable reimbursements for employee tuition contributions.

Ben Travis, Founder, HR Chief

3. Sabbatical Leave

Although sabbatical leave was traditionally offered only in academic settings, it has started to gain strong traction over the past few years in the private sector, in response to a rise in employee burnout and the Great Resignation.

Private employers are looking for generous perks to attract new employees, keep them engaged, and help them maintain a healthy work-life balance. Sabbatical leave is the perfect benefit to check those boxes.

In short, sabbatical leave is the option to step away from work for an extended period (usually 6 to 12 months) for any purpose whatsoever. This is a perfect way to accommodate employees at every stage in the employee lifecycle, from cradle to grave.

Individuals can take a sabbatical to de-stress and get pregnant, care for a new child, fight an illness, spend time with a dying loved one, or just travel the world. It is a flexible, practical benefit that allows for a range of uses. Whether paid, partially paid, or totally unpaid, any employee will appreciate the flexibility that sabbatical leave offers.

John Ross, CEO, Test Prep Insight

4. Unlimited PTO

As a business, we are committed to helping our employees maintain a work-life balance. We’re also committed to creating an environment that supports our employees’ personal goals and lets them prioritize their families. One way we do this is through a generous personal time off (PTO) policy.

We offer unlimited vacation time as well as unlimited sick time. We encourage employees to take time off for both personal and family goals, as well as when they need to care for ailing family members.

In addition, we provide resources for employees so they can continue working from home and/or work on a flexible schedule while they are taking time away.

Luciano Colos, CEO, PitchGrade

5. Nutritional Support

One aspect of healthcare that spans the entire lifecycle is nutrition. So one benefit worth considering is coverage for prescribed nutritional supplements — not just prescription drugs. Other ways to support nutritional needs during different life stages is by providing access to educational information and expert talks about nutrition.

Optimum nutrition at each phase in the lifecycle promotes more robust immune systems and higher energy levels. That means it helps keep your workforce and their families healthier. So ultimately, these benefits ensure better performance at work and fewer illness-related absences.

Ruth Novales, Marketing Director, Fortis Medical Billing Professionals

6. Family Medical Leave

Family medical leave is one benefit every employer should consider to help employees address the full lifecycle, from fertility to family planning to elder care.

Family medical leave helps protect an employee’s job for up to 12 weeks if they become ill or they need to care for a family member. A supervisor cannot fire an employee when they rely on this benefit for a legitimate reason, so it can provide a helpful safety net if the need arises.

Lindsey Hight, HR Professional, Sporting Smiles

EDITOR’S NOTE: These caregiving benefits ideas were submitted via Terkel. Terkel is a knowledge platform that shares community-driven content based on expert insights. To see questions and get published, sign up at terkel.io.

Childcare Benefits: A Reckoning for Working Families

October 25, 2022/Employee Benefits, Employee Experience, Employee Retention, Employee Well-Being, Healthcare and Benefits, Remote Work, Talent Retention /by Jessica Chang

It’s not a stretch to say COVID changed everything—including the way working families think about childcare benefits. Before the pandemic, parents struggled with childcare challenges, of course. But the day-to-day realities grew much worse when the pandemic struck.

After the initial shock of schools and childcare centers shutting down, families were left to figure out how to work from home while parenting. Instead of being at school or daycare, children spent the day side-by-side with their parents. In fact, from February 2020-February 2021, the lack of childcare pushed 2.3 million women out of the labor force. And a very long time passed before these women could return to work (if they have returned at all).

While people in some jobs continued to work on-site throughout the pandemic, many workers had to adapt to the new remote work world. This is where many employees still find themselves today, either working remotely or in some form of hybrid schedule—splitting time between home and office.

Today, childcare conditions have improved slightly, but still are far from ideal. Fortunately for some working families, employers are sponsoring more childcare benefits for those who need this kind of support.

Remote and Hybrid Employees Still Need Childcare Assistance

The benefits of remote work are well documented. However, one drawback is often overlooked. I’m talking about the misconception that people don’t need childcare assistance when they’re working remotely. This notion became prevalent early in the pandemic, and unfortunately, employers still haven’t moved on from this line of thinking.

Picture a typical working mother in a remote or hybrid management role.

Compared to her in-office peers, she doesn’t have fewer deadlines, less ambitious KPIs, or a smaller staff to manage. Nor does she have extra hands to hold her baby while attending Zoom meetings or responding to email messages. There are no extra hours in the day when she can feed or play with a toddler.

The workday is still the workday—even when people perform those tasks at home, surrounded by family distractions and obligations, rather than in an office cubicle.

Families With School-Aged Kids Face Unique Challenges

Contrary to what some believe, childcare needs do not stop once kids start kindergarten. I’m a mother, myself, so take it from me! Parents of 5-year-olds are still in the thick of their childcare journey.

Historically, preschool programs (as well as before-school and after-school care) served as a safety net to support a large, productive workforce. But COVID, chronic underfunding, and budget cuts have left these programs with limited capacity, fewer teachers, and reduced hours. The safety net is frayed, at best.

And now, working parents have the added burden of anxiety about COVID risks.

Previously, when children were mildly ill, they still attended school. These days, we know better. Emergency and backup care are must-haves for working parents who are unable to stay home with a sick child.

Even when parents take precautions, they still face the risk of a COVID outbreak at school that can suddenly change the course of a day, a week, or a month—depending on mandated quarantine periods. This is a lot for working families to handle, which is why employee childcare benefits matter so much.

Throughout the pandemic, working parents have been balancing the risks of depriving their children of social interaction or exposing them to a potentially deadly disease. Some families decide to choose individual or small-group professional care, such as a nanny or nanny-sharing arrangement. But this increases overall childcare costs and isn’t affordable enough for some.

The Trouble With Workplace Childcare Centers

Some employers have tried to help working families fill this gap by investing in on-site childcare centers. While an admirable idea and a substantial financial commitment, these large centers fall short for many employees.

These facilities no longer meet many childcare needs, and simply do not work for remote and hybrid workers. For example, how many working parents would want to commute to headquarters for their kids when they may otherwise be working from home? Working families prefer caregivers who are located close to home—which should be good news for employers who don’t want to dedicate massive budgets to build and maintain large childcare centers.

Childcare Benefits Are Key to Employee Retention

No matter which childcare option families choose, it comes at a price. And it’s hard for people to keep in perspective just how unaffordable it has become.

The national average childcare cost has risen to more than $10,000 per year, per child. That’s incredibly steep. How many working families do you know with two or three kids who also have an extra $20,000-$30,000 lying around?

The increasing cost of childcare forces parents (and mothers, in particular) to make a very difficult choice: Stay employed or quit to care full-time for their children. This has pushed record numbers of women out of the workforce.

The reality facing families is stark and alarming:

Childcare costs increased more than 40% during the pandemic — and continue to rise.
The Inflation Reduction Act became law without draft provisions to expand childcare access.
66% of parents made job sacrifices last summer that compromised their household income or job security due to a lack of childcare.
48% of U.S. workers who left a job in 2021 cited childcare issues.

Current and prospective employees value family care benefits more than ever. This means employer-sponsored childcare benefits should play a key role in retention and recruitment strategies.

Final Thoughts

COVID drastically changed employment and childcare. The status quo is no longer sufficient, for both employees and employers. Forward-thinking business and HR leaders are rising to the challenge and supporting working families with employee childcare benefits that make a significant difference in people’s lives. This is a step in the right direction.

Employee Caregivers Are Quitting How Employers Can Help?

Employee Caregivers Are Quitting. Here’s How to Keep Them

October 24, 2022/Elder Caregiving, Employee Benefits, Employee Experience, Employee Well-Being, Health and Wellness, Healthcare and Benefits, Talent Retention, Workplace Empathy /by Dan Kraft

These days, we’re flooded with headlines about The Great Resignation, The Big Quit, and The Great Reshuffle. It’s not surprising. The desire for career advancement and better work/life balance are powerful reasons why people are resigning in record numbers. But these aren’t the only motives. Actually, a growing number of people are quitting so they can take care of loved ones. If your organization can’t afford to lose these employee caregivers, this advice can help you keep them on board.

Factors Driving This Trend

We’re seeing more employee caregivers, partially because the pandemic put older people at risk and disrupted existing family care arrangements. But also, it is the result of broader population shifts and the rising cost of long-term care. Let’s look at how this could play out over the next 15-20 years…

1) Our Population is Changing

Historically, if you mapped our population by age, the chart would look like a pyramid. In the past, many more young people were at the base. As they became adults, they helped support a smaller number of older people at the top. Today, that pyramid is inverted, with a larger elderly population and an increasingly smaller base of young people at the bottom who struggle to support the elderly. This is happening because:

Boomers are aging
Younger generations are producing fewer children
Medical advances are extending life expectancies

This inverted pyramid means that by 2040, the elderly will depend more heavily on the working population than those under 18. Put differently, in less than 20 years, more of your employee caregivers will be supporting elderly loved ones, rather than their own children. Or potentially, they could be caring for both at the same time.

That’s already the case for many employee caregivers. In fact, more than half of middle-aged Americans are currently “sandwiched” between generations.

2) Caregiving Costs Are Rising

Because care is expensive to provide, not everyone will be able to hire professionals to look after aging family members. Instead, they’ll need to provide care themselves at home. According to a recent AARP survey, there are 48 million unpaid caregivers in the U.S. and 80% of these caregivers are providing care to an adult family member or friend.

This means organizations will increasingly have employees who are juggling job performance with the burden of being a caregiver—along with all the time, energy, and emotional commitment that caregiving requires. While they may manage caregiving by missing time at work, it could also be as serious as leaving the workforce altogether.

For example, consider these statistics:

51% of employee caregivers say their family duties “negatively affect” their ability to satisfy work requirements
32% of employee caregivers have left their job to perform these family duties
53% of caregivers who resign say the cost of paid help is a key factor
40% leave because they can’t meet the demands of both caregiving and work

How to Support Employee Caregivers

What are forward-thinking HR leaders doing to help employee caregivers? Our recent conversations focus on three key action areas:

1) Provide Financial Solutions

One of the most important ways to support employees is by helping them plan for their own long-term care. While younger employees may not see the need, education and planning now will offer them more care options in the future if they’re injured or become ill.

When you create financial programming, be sure it includes discussions about the role of:

Medicare and Medicaid – Some people see government programs such as care options. However, they typically don’t cover long-term care (Medicare) and access involves significant drawbacks and limitations (Medicaid).
Retirement savings/401k – Similarly, using 401(k) and retirement savings to pay for care is possible, but this also comes with drawbacks. These investments are best reserved for funding life expenses during retirement and are not recommended for use during working years.
Standalone long-term care insurance – This coverage may be offered at work or purchased through an independent insurance provider. It can be a viable solution that can help cover some costs of long-term care.
Hybrid life insurance with long-term care benefits – This lets people purchase life insurance coverage that includes the ability to advance part of a death benefit for care needs. Many products on the market focus care benefits on professional care such as a nursing home or home health aide, but new products in this category cover family caregiving, as well.

2) Promote Your Employee Assistance Programs

Another way to support your workforce is through an employee assistance program (EAP). The right program can help employees navigate the challenges they face as caregivers. Whether it’s offering care planning tools and strategies or access to tools to help people manage complex aspects of care, be sure to consider a wide range of resources. For instance, you could include:

Care planning services
Care needs assessments
Help in finding and evaluating care
Life insurance claims support
Long-term care claims support
Home care placement assistance
Legal support for wills, trusts, and power of attorney documents
In-home loneliness solutions
Home modification services
Relocation support

Finally, it’s important to share details about your EAP program, and re-communicate the program’s features and benefits on a regular basis. Pairing this with enrollment or re-enrollment of your financial support solutions is a great way to protect your employees.

3) Pay Attention to Caregiving Legislation

Many state governments are taking notice of the need for care—the growing number of people who need a solution, the lack of affordable care, and the expected future drain on state Medicaid funds. A growing number of states are enacting legislation to address these care issues.

For example, in 2021, Washington became the first state to pass this kind of legislation. The Washington Cares Act provides long-term care financial support for state residents. The program is funded by a payroll tax. Employees with qualifying long-term care coverage could opt out of the program (and the associated tax).

Although this legislation may provide a rough blueprint, each state’s approach is likely to be different. To prepare their organizations and their employees for the future, employers should begin tracking legislative activity.

Start Planning

It’s hard to know precisely what’s in store for employers as more Boomers leave the workplace and younger employees step in to care for aging loved ones. But thus far, it’s clear that employee caregivers will need support and solutions as they navigate an increasingly challenging eldercare crisis.

HR leaders can be an essential part of the solution, but it’s important to start planning now. Workplace programs and policies need to evolve, with active involvement from employers and their employees. Start by educating your workforce about the need to plan for long-term care–whether caring for an elderly parent or planning ahead to manage their own care should they need it. Working together with employees to address their needs will help them understand your commitment to them, and encourage them to stay.

Keys to a Successful Open Enrollment Season

October 10, 2022/Employee Benefits, Employee Well-Being, Healthcare and Benefits, Open Enrollment /by Cassandra Pratt

Open enrollment season is upon us again, and the world of work continues to shift at a head-spinning pace. This fluid environment poses benefits-related challenges that HR leaders can’t afford to ignore. For example, decision-makers are wondering:

How to address employees’ evolving needs. It’s essential now to meet individuals where they are and provide clear pathways to benefits that resonate.

How to communicate effectively in a “work anywhere” environment. Everyone deserves easy access to clear, relevant benefits information, regardless of whether they’ve returned to the office, they’re working remotely, or their schedule blends both work modes.

Why Benefits Education Counts

To illustrate how important education is for a successful open enrollment season, consider these U.S. health benefits research findings:

72% of employees wish someone would tell them the best health insurance for their particular situation. (Justworks/Harris Poll)

Nearly 90% of employers think their benefits are clear and easy to understand. Yet only 65% of employees agree. (via MetLife)

54% of employees don’t know the full scope of their health benefits. Yet nearly 65% say these offerings significantly influence their willingness to stay with an organization. (Justworks/Harris Poll)

This means education is vital—not just to help people choose relevant benefits. The truth is that, without effective benefits education, you’re putting employee retention at risk. But improving open enrollment communication doesn’t need to be overwhelming. Below are a few simple ways to help employees through the decision-making process and ensure better overall results:

5 Ways to Improve Open Enrollment Education

1) Host Multiple Information Sessions

Conducting a single all-hands open enrollment season meeting no longer covers all the bases. Even if 100% of your employees work on-site, you can’t expect full participation. Some people will be out ill or on vacation. Unavoidable business priorities will keep others from attending. It’s smart to plan ahead and assume conflicts will make it impossible for everyone to join a live session.

You can rise to this challenge by producing content in various formats (for example, an in-person meeting, a live webinar, a digital recording, and a series of podcast episodes). You’ll also want to share this content through multiple delivery channels (for example, sending email messages, sharing in Slack groups, and posting on your organization’s intranet platform).

The goal is to make information easily accessible and available whenever people can fit it into their schedules.

2) Plan Open Enrollment “Office Hours”

To augment your core benefits “broadcast” content, consider offering prescheduled office hours with an HR staff member. You can structure and promote this as an opportunity for individuals to drop by in person or online and discuss their specific circumstances with a benefits expert.

Often in public information sessions, employees hesitate to ask questions about what they don’t know. But office hours provide a private safe space for discussion. This frees employees to speak more openly about their specific concerns. At the same time, it helps the HR team provide more relevant information to ensure individuals understand the impact of their open enrollment choices.

You may also find it helpful to extend the value of these sessions by repurposing the content for broader use. In other words, you can select some of the most common questions from “office hours” visits and repost them anonymously as “frequently asked questions” on a wiki or web page.

3) Get Your Vendors Involved

Sometimes, information is best received directly from the source. Hosting virtual live and recorded benefits fairs gives vendors a platform for sharing details about their solutions and services. It also provides more time for providers to discuss specific questions in-depth with employees.

So, instead of conducting a standard 1-hour session where your HR team summarizes available health benefits, you could schedule a series of 30-45-minute sessions showcasing key vendors. (For example, you could feature each of your health insurance companies, along with sessions devoted to specialized vendors, such as onsite dental services, wellness consultants, or fertility benefits providers).

These sessions can focus on basic facts about each solution, as well as ancillary benefits that are underutilized. Then you could close each session by answering individual questions from the audience.

Also, if you’re scheduling topic-focused HR office hours, you may want to ask vendor consultants to join relevant sessions. Or you could invite key vendors to conduct their own 1:1 sessions. Sometimes, employees feel more comfortable talking to external benefits specialists. For these people, dedicated vendor sessions or 1:1 office hours are an ideal solution.

4) Integrate Micro-Learnings into the Process

Micro-learnings are brief educational events and materials targeting topics that tie in with key benefits, such as health and finance. This kind of knowledge sharing encourages more employee interaction and tends to generate deeper interest in relevant benefits.

To illustrate, here are a few micro-learning themes:

“Urgent Care vs ER: What’s the Difference?”
“The Link Between Mental Health and Overall Health”
“How to Balance Work Life with Family Caregiving“

Top online learning providers (such as LinkedIn Learning and YouTube channels) already provide excellent educational content about these topics. This means you don’t have to create content from scratch. Instead, you can curate strong programming from several online sources and then easily deliver the content to interested employees.

Packaging and promoting this kind of useful information upfront is invaluable for employees. It saves them time because they don’t have to research these topics on their own. Plus, the convenience of “anytime” access to high-quality educational content about health and benefits enhances workforce well-being.

5) Customize Educational Materials for Various Interests

Every employee is unique. And the beauty of today’s workforce is in its diversity. So everything about open enrollment season should support this reality. In other words, it’s important to appeal to various interests within your workforce.

For instance, recent grads may not appreciate benefits that appeal to new parents and vice versa. Instead of offering a generic “one-size-fits-all” menu, think about how you can categorize benefits so they align with groups that will value them most. Then present these benefits collections on your open enrollment site as packages. (For example, you could specify “Benefits that support LGBTQIA+ employees.”)

Clearly, you’ll find overlap among groups, so you don’t need to recreate an entirely new package for each community. But structuring benefits options in this way helps people more quickly identify the benefits information they’re likely to want.

If you’ve already established dedicated employee resource groups, consider creating packages for each of those ERGs and sending a customized message to each group with a direct link to their accompanying package. This extra measure ensures that individuals can quickly and easily find materials that matter most to them.

Conclusion

As we continue to navigate today’s dynamic business and benefits landscape, this year’s open enrollment season is sure to present challenges. But continually reflecting on your communication process, seeking employee feedback, and making informed adjustments can help you move forward more smoothly.

Remember to distribute information in more than one format. Also, make it as easy to find as possible, in as many places as your budget and resources will allow. And above all, focus on personalizing communication when you can. Although this is a “broadcast” communication challenge, benefits decisions are highly personal for each employee. The more willing you are to meet people where they are, the more successful you’ll be.

Why Benefits for Employee Caregivers Are Good Business

September 13, 2022/Elder Caregiving, Employee Benefits, Healthcare and Benefits, Mental Health Awareness /by Dave Jacobs

We’ve all seen alarming headlines about “The Great Resignation.” Some observers say it shows no signs of letting up. McKinsey recently called it the “quitting trend that just won’t quit.” And data confirms that the “big quit” is real.

In May, the Bureau of Labor Statistics reported that the U.S. voluntary quit rate was 25% higher than pre-pandemic levels. It’s hard to ignore numbers like that. And chances are you’ve experienced this recently in your own organization, as more top performers leave for various reasons.

What’s behind this surge in turnover? The pandemic forced us all to reevaluate what’s most important in life. Now, many are choosing to be more present for family while also juggling a demanding career. But the choice is especially challenging for those with family members who need special care.

This segment of the workforce is larger than you may think. In fact, according to the Rosalynn Carter Institute for Caregivers, 1 in 5 American workers also double as an unpaid family caregiver for an aging, ill or disabled loved one. The amount of time they spend on caregiving, in addition to their full-time careers, isn’t trivial. The AARP estimates that these caregivers devote an average of 23.7 hours a week to these tasks.

Therefore, it’s not surprising that employee caregivers are struggling mentally, physically, and financially. Nearly 60% are dealing with clinical depression and anxiety. Experts say they are stretched so thin that the snowball effect of caregiving will cause 1 in 3 to leave the workforce entirely.

New Insights About Employees as Caregivers

A new study entitled “Following The Journey of Family Caregivers” commissioned by Homethrive, Home Instead, and Certification in Long-Term Care (CLTC) sheds more light on how employee caregivers are responding to the pressure.

Nearly 70% of survey respondents who identify as employed said it has been important to rely on paid in-home care because it helps them avoid leaving their job, or because it helps them concentrate better at work.

“I wasn’t surprised to hear (working caregivers) turning more to paid care,” says Eileen J. Tell, a Boston-area researcher who administered the survey. “They cited the importance of doing well at their job and the desire to maintain their job.”

It’s no wonder why working caregivers said they need paid assistance. For example:

35% often provide companionship
33% often provide transportation help
26% often help with daily living activities
23% often help arrange care
26% often help make care decisions
31% always help make home safety changes

Respondents also said if they received help coordinating care, it would take a major load off their already piled-high plates. Specifically:

42% want coordination with doctors or care teams
38% want assistance in finding service providers
34% want help finding benefits eligibility
34% want meal delivery coordination
32% want recommendations for devices and equipment
31% want help assessing home safety

Interestingly, the study found that only 6% of working caregivers receive support from an employer-provided benefit program to help find reliable paid in-home care for loved ones.

What about the other 94% without access to employee caregiving benefits? There is good news. An increasing number of forward-thinking employers are offering these unsung heroes benefits packages that include family caregiving options.

Why is this a wise choice? Employers gain in multiple ways. For example…

Business Benefits of Supporting Employee Caregivers

1. Restore Retention

When employees have an option to access the right kind of assistance, when they need it, they’re less likely to leave. They’re also more focused and productive at work. Offering this benefit can position you as an employer who cares about worker wellbeing on all levels—which in turn fosters a sense of company loyalty.

2. Rev-Up Recruitment

You want to attract the best employees possible. Offering a family caregiving benefit is one way to excel at recruiting because your company will appeal to candidates who value an employer with compassion, a concern for families, and a sense of community.

3. Improve Employee Wellbeing

According to Mercer’s 2022 Global Talent Trends study, employee wellbeing programs are among the top five reasons why people remain at a company. Caregiving can be a time-consuming and emotionally draining responsibility. A family caregiving benefit helps take some of this burden off your employees and improves their wellbeing.

4. Increase Productivity

Time is money. And caregiving can take up a lot of time.

One employee might spend hours on the phone setting up doctor appointments for an aging parent, while another might leave work frequently to take a special needs child to therapy.

It all takes time away from the workday, decreases productivity, and increases employee stress. But with a family caregiving benefit, employees and their loved ones will receive higher quality support when it matters most, so your business productivity will flourish.

5. Revolutionize Work-Life Balance

A family caregiving benefit can drastically improve work-life balance. When employees continually put others’ care ahead of self-care, it can translate into mental and physical health issues such as exhaustion, depression, and anxiety. Those issues inflate your company’s healthcare costs.

When a caregiver’s mindset has shifted to a “life-work tilt,” career advancement, salary increases, and professional praise are important. But quality time with loved ones, the opportunity to explore passions outside of work, and overall mental wellbeing are also critical.

Leaning into this “life-work tilt” can have multiple advantages. By proactively acknowledging the needs and responsibilities of family caregivers and offering tangible support, you can set your organization apart. And when your employees find a better balance between work and life, they can focus better, be more productive, and stay loyal to your company.

6. Protect Your Bottom Line

High turnover is expensive. The cost often extends beyond investing in recruitment to replace lost workers. For example, institutional knowledge and team morale also suffer. In addition, productivity can take a hit, which in turn, can reduce innovation and growth. Ultimately, this negative spiral can prevent your company from reaching its full potential.

A Solution That Helps Employees and Employers

Family caregiving benefits are a win-win.

They’re a win for employers because they help improve workforce wellbeing, retention, and productivity—all while protecting your bottom line.

They’re also a win for employees because they help support work-life balance, mental health, and job satisfaction.

As Eileen Tell explains, “I think it’s key that employers understand how important it is to family caregivers to feel like they don’t have to choose between their jobs and their role as a family caregiver. Employees may look like they’re not paying attention to work, but they really don’t want to compromise their job and they don’t want to skimp on their family responsibilities.”

4 Steps to Hit the Mark for Open Enrollment

August 1, 2022/Employee Benefits, Healthcare and Benefits, HR, HR Communications, Open Enrollment /by Jennifer Weatherly

Is the benefits information you have to tell employees important before and during Open Enrollment? You bet! Easily understood? Not always.

According to the latest MetLife employee benefits trends, close to 90% of employers believe their benefits are clear and easy to understand. Yet only 65% of employees (only 56% Gen Z) agree.

Uncomplicating the complicated is not an easy task, but it’s well worth the effort. Employees who better understand their benefits are ones who better appreciate the benefits they have.

Let’s look at 4 steps to help supercharge your Open Enrollment communications strategy.

Step 1: Know Your Audience

For HR, this means not just thinking about employees. Think like employees. Heck, you are an employee.

When Open Enrollment season hits, chances are you’ll be making some decisions about your benefits. Just like all the other employees. What (and who) are you thinking about when you’re comparing options? Your family? Your health? The costs? The coverage? Yep…just like all the other employees.

If you can hold on to that “employee to employee” connection when you’re communicating to them about benefits, you’re more likely to create understandable, compelling communications. Make your messages relatable and relevant, with a hint of emotion.

Relatable – We’re all people. We can empathize with each other. Remember this when you communicate to employees. Make an emotional connection. That’s how you get employees to engage.

What does that mean? For example, many employees have families they love, and so do you. And you all want the best benefits you can get for them. Relay that feeling.

Relevant – Present information from the employees’ points of view, not the company’s. Avoid touting your company’s awesomeness (“We’ve added a great new dental plan”). Talk more about why it matters to them (“You have more dentists to choose from in the new plan”). Instead of saying, “We have a new enrollment system,” say, “You can enroll faster and easier with our new enrollment system.”

Keep the message conversational, too. If you were talking to a colleague, how would you get your message across? Probably not in a verbose, run-on sentence with oodles of detail.

Step 2: Plan Bite-Size Information

If you’re sending a firehose flow of information two weeks prior to Open Enrollment, employees will not absorb everything you’re telling them. Try starting communications about six to eight weeks prior to your OE start date, especially if you’re making major changes.

Strive for a slow drip campaign that feeds bite-size bits of information. A sample campaign for a late October enrollment may look like this…

Late August

Teaser/kick-off announcements
Watch for what’s to come messaging
Training webinar for leaders and HR partners

September

Weekly or bi-weekly communications with chunks of information
Home mailer with highlights and a few important details
Portal/website or interactive guide with a deeper dive into info, tools, and resources

Mid-October

Meetings, webinars, and benefits sessions
Displays for enrollment to-do’s and timing
Weekly reminders to enroll (first day, one week left, last day)

To get the word out, a wide variety of channels is best. But when it comes to education, a Colonial Life Employee Enrollment Survey (via Unum) shows how employees rank their three top choices: benefits portal or website, in-person counseling session, or printed materials.

Step 3: Stay on Point!

When you start crafting your Open Enrollment communications this year, remember that employees:

Check their phones 150 times a day
Check email 30 times an hour
And are still trying to do their jobs

Competition for their attention is fierce. How do you break through the distractions, buzzing and beeping all around them?

Diligently.

You must spend time considering the message you’re putting out there. Is it going to drive the results you’re hoping for? The key is to build messaging super-focused on achieving that objective. Avoid filling headspace or airwaves with any other content — stick to information employees need to know to make the decision at hand.

Also, our brains don’t want to work hard at processing information. Keep content easy-to-read and scannable.

Short sentences (14 words or less)
Short paragraphs (3 sentences or less)
Eighth-grade reading level
“Chunked-out” content with subheads (bite-size)
Lots of “you” and “your” and less “we”
Human language — no acronyms and other benefit geek speak

Don’t be afraid to use phrases and incomplete sentences. No, really. (See what we did there?) It goes against everything you learned in grammar class but write like you talk. Employees will trust it more, as they read it like a conversation.

One last trick — after you’ve created your first draft, cut the amount of text in half. Get rid of any sentences that are repetitive or words that don’t help employees understand your message.

It may be interesting, amusing, or truly relevant, but if it’s not essential, it’s just brain clutter.

Step 4: Don’t Bury the Bad News

They may not like bad news — but they’ll like it even less when they find it hidden among other news. Employees are adults. They can adapt to change if you’re upfront, honest, and help them through it.

Rip off the band-aid. Give them the “why” of the situation through consistent and continuous communications.

Tell the same story, the same way, and tell it often
Provide a specific date when they’ll know more
Be honest and open (or transparent if you speak HR)

Are rates increasing? Probably because the company’s costs keep increasing. Explain that to employees. “U.S. health care costs are expected to rise 10-15 percent this year, but we’re keeping your increase lower, at only 6 percent.”

It’s Time to Change Things Up

HR professionals tend to be criticized for overexplaining and using confusing terms that make benefits hard to understand. We know why that happens, and we get it.

Put in the work now so you can achieve effective, results-generating communications. Communications that have higher employee engagement. But put yourself in employee shoes when you communicate. Wait…you’re wearing employee shoes.

10 Ideas To Make Mental Health Support More Accessible For Employees

May 3, 2022/Employee Benefits, Employee Well-Being, Healthcare and Benefits, HR Strategy, Leadership /by Brett Farmiloe

What are some ideas to make mental health support more accessible to employees? This question was posed to a group of talented professionals for their insights. From offering mental health holidays to flex work schedules, here’s what they had to say.

Offer Mental Health Days

Mental health Days are meant to be used when you have too much on your mind or when are feeling high levels of stress and anxiety. We can’t pre-plan how we will feel, so it’s important to allow employees to take unplanned days off. Moreover, it is a great way to track the mental health of your employees. If someone is taking too many “mental health days” then you can reach out and support them! It’s easy to apply and simple, yet so few companies do it!

Annie Chopra, She TheQueen

Take Time to Communicate Benefits

In our brand new research on mental health, we found that employers rated themselves a “C” while the workforce rated employer support for mental health as an “F.” When you get into the data, you see that while companies are trying to make changes, these changes aren’t always felt by the workforce. We have to spend as much time communicating the changes and benefits we offer as we do actually selecting those benefits if we want to see real impact.

Ben Eubanks, Lighthouse Research & Advisory

Provide Health Coaching Sessions

Working with a qualified health & wellness coach has the potential to make a big difference in employees’ work and personal lives. A health coach is NOT a licensed mental health practitioner. A good health coach IS a trained empathetic listener and motivator who works with people in groups or one-on-one. They help to create and work toward solutions to increase the enjoyment of life and work.

Employers can offer coaching services onsite or remotely, in groups or individually. The National Board of Health and Wellness Coaching (NBHWC) certifies coaches who have completed specialized coaching training, demonstrated coaching skills, have experience working with clients, and passed a rigorous exam.

Ronel Kelmen, Attainable Transformation

Include Inspiring and Regenerating PTO Perks

We all understand that employees need sufficient high-quality PTO experiences in order to stay sharp, satisfied, and healthy at work. But what really makes PTO beneficial for our mental health is when that time is also inspiring.

For example, we offer our employees three fully paid 24-hour days per year to participate in volunteer activities. Not only do these experiences give our team the chance to step outside their work and breathe, but while doing so they’re also engaging in work that can reignite and reshape their worldviews.

Tina Hawk, GoodHire

Promote a Work-Life Balance

Make sure your employees are taking time away from work on a regular basis. This means encouraging regularly scheduled vacations and not rewarding a burning the midnight oil mentality. You may get short-term results, but this type of schedule will often lead to burnout and far less productivity and motivation.

A great leader challenges their employees to regularly rest, recharge, and connect with their loved ones. When employees feel valued, they will be much more motivated.

Mark Daoust, Quiet Light

Host Mental Health Fairs

One out-of-the-box way to make mental health more accessible to workers is to hold a mental health fair. These events function like traditional health fairs yet focus on psychological health. Booths can give out information on practices like stress management and avoiding burnout. Additionally, you can do activities like meditation and mindfulness worksheets. Beyond providing at-risk employees with resources, you can also use these fairs as a way to educate the workforce at large about mental health and help professionals to be better allies to psychologically vulnerable peers.

Carly Hill, Virtual Holiday Party

Encourage the Use of Wellness Apps

Employers can provide free resources and access to mental health apps. It can be a way for everyone in your company to get the mental health help they need, especially to prevent burnout amongst your employees. Using an app might feel less intimidating when seeking professional help from a therapist or psychiatrist.

You might not be there to visually recognize when an employee is overworking themselves. But with certain apps, they can get reminders to take breaks and maintain healthy habits during their working hours.

Scott Lieberman, Touchdown Money

Foster a “Life Happens” Culture

A healthy company culture understands that even the highest performing employees will face unideal circumstances that may take them away from work. A culture of ‘life happens’ understands that company needs shouldn’t supersede employee needs but ebb and flow. As we navigate turbulent times as a nation, we’ve all faced the universal truth that life happens, and sometimes things are out of our control.

Amrita Saigal, Kudos

Allow Flexible Work Schedules

A remote or hybrid work schedule creates more flexibility for employees to take care of their physical and mental health how they see fit. Workers want freedom – time to spend with loved ones, take care of themselves, and travel – promoting one’s mental health on their terms. Allow the space and flexibility for your employees to take care of their mental health at their discretion.

Breanne Millette, BISOULOVELY

Train Leaders to Create Inclusive Environments

Smaller businesses can make mental health more accessible to employees by equipping leaders with the tools and resources to have open, honest conversations and by creating a safe space for employees to speak openly without fear of judgment.

Creating inclusive environments for conditions like autism, ADHD, dyslexia, and dyspraxia can go a long way in making sure everyone feels supported at work. By educating people about and accepting neurodiversity, you can create an inclusive and supportive workplace where everyone can thrive.

Dan Gissane, Huxo Creative

HR in Healthcare | The Crucial Role HR Plays in Urgent Care

March 7, 2022/Career Development, Employee Experience, Healthcare and Benefits, Hiring and Retention /by Devin Partida

According to the U.S. Bureau of Labor Statistics, health care job openings are expected to grow by 16% from 2020 to 2030. This rate is significantly faster than the average growth for all occupations, making healthcare HR an important industry to watch.

Part of this growth is due to the Baby Boomer generation needing more care as they age. However, the healthcare industry is experiencing a shortage of clinical staff workers. Many nurses are of that age group and will be retiring as patient care needs increase.

In addition, millennials leave this industry because of low satisfaction and lack of training.

With ongoing staffing deficiencies, providing quality health care will be one of the main concerns for many organizations. As a result, hospitals need HR (human resources) more than ever to meet demand, replace retirees, and close the gap.

The Importance of HR in Urgent Care

HR can effectively recruit and train employees while implementing safety measures within the workplace. HR in healthcare is crucial for the industry for many reasons. From providing staffing efficiency to maintaining an effective workforce, these are some of the benefits urgent care clinics can receive with HR. Knowing that the Healthcare Industry has been forced to change– organizations needed to take a fresh look at workplace healthcare trends and rehaul their programs.

Furthermore, a high-quality HR management program can develop worker satisfaction while patients receive exceptional service.

To overcome the challenges of staffing deficiencies, hospitals need effective staff training, which will be one of the most critical tasks in the health care sector.

What are some of the approaches that HR professionals can take to close the growing talent gap within the industry?

1. Training

HR professionals are equipped to identify the staffing needs of a workplace. However, with the rapid advances of technology, existing staff members require training to fill in the gaps and run an organization efficiently.

Moreover, HR can maintain talent recruitment by partnering with training institutions and monitoring enrollment for future candidates. Many health care organizations support training through a hands-on teaching approach. HR professionals can design these programs to help with future staffing needs and ensure quality service.

A properly trained health care workforce is paramount to meeting the public’s needs.

2. Targeted Recruitment

Recruitment involves identifying staffing needs, determining a targeted source of new workers, and advertising the jobs. Meeting the needs of recruiting requires unique solutions.

Since 79% of job seekers use social media to search, social recruiting will be a more effective strategy. One of the primary benefits of social recruiting is its cost-effectiveness for organizations. A strong social plan can generate reach when done correctly and avoid a cost-per-click expenditure.

3. Career Development Strategy

Worker career development plays a vital role in retaining and attracting a solid workforce. The proper employee management strategy sustains success by incorporating leadership, culture, and talent insights. Furthermore, it should involve offering workers the opportunity to grow and learn.

Some strategies that enhance a worker’s development should start immediately within orientation training. This focus helps new workers understand the organization’s behaviors, culture, policies, goals, and missions.

Likewise, a development strategy should integrate new health care technology and patient care methods. Regular leadership workshop scheduling can help workers acquire leadership and management skills in urgent care.

4. Retention and Compensation

To improve worker retention, urgent care centers should define competitive compensation. Compensation plays a significant role in worker motivation and retention. To attract top talent, it should either match or slightly increase what is currently available on the labor market. Essentially, this will increase organizational competitiveness.

A good retention plan involves more than a basic salary and benefits. Attractive benefits include paid holidays, comprehensive retirement plans, scholarships, and good medical insurance.

In addition, retention rates are determined by an organization’s culture, involving both worker and management behavior. Maintaining open communication will be one of the best strategies for detecting problems and preventing turnover.

The Possibilities of Recruiting Qualified Personnel

An effective human resources management plan will determine the hospital’s growth and performance. Health care organizations can utilize creative solutions to find and retain qualified workers. However, HR professionals must employ all possible measures to retain top talent.

Recruitment strategies and an effective resources management plan will be the solutions to developing and retaining qualified talent in a healthcare organization, ultimately promoting HR in Healthcare properly.

Wellbeing Programs Create Better Connection for Employees

February 23, 2022/Employee Benefits, Employee Experience, Employee Happiness, Employee Well-Being, Health and Wellness, Healthcare and Benefits, Winner: Impact Award for Content Excellence /by Ann Wyatt

impact award While there’s still no clear sense for when the COVID-19 pandemic will end, one thing has come into sharp focus—the implementation of wellbeing programs. The future of work will include both in-person and remote arrangements to accomplish this.

This new reality has various benefits for employees, including more flexibility, better work-life balance, less time spent commuting, and the freedom to work from anywhere. And a study by Stanford found that working from home increases productivity by 13%. So, there are benefits for employers as well.

But employees who don’t see their colleagues every day face a challenge: creating a sense of community and connection. And while it may not seem like a business performance issue at first glance, it actually is.

Harvard Business Review says: “Employee disconnection is one of the main drivers of voluntary turnover, with lonely employees costing U.S. companies up to $406 billion a year.”

The opportunity in front of us for wellbeing programs

At HealthFitness, we think there’s a massive opportunity for the corporate fitness industry to rethink how we help employees feel they belong and are cared for.

In fact, through our work with hundreds of companies across many different industries, we’ve seen how wellbeing programs can provide the community and human connection many employees are craving right now.

This means creating experiences where employees will find friendly and familiar faces — both in-person and virtually. This can include group fitness, personal and small group training, health and fitness challenges, health coaching, seminars and classes across a wide variety of fitness and health topics.

The classic in-person approach

We’re all familiar with the onsite fitness center. While pandemic-era guidelines changed aspects of the experience (e.g., wearing masks, social distancing), they’re still a meaningful way to create connection.

One of our client’s employees, Eddie, said he had a hard time staying active at his job until he joined a new company with an on-site fitness center. There, he began taking fitness classes (which is something he never imagined himself doing). Plus, he also started using the center’s exercise equipment.

But he discovered an unexpected benefit as well.

Eddie noticed how the fitness challenges his company hosted allowed him to connect with coworkers throughout the company. “I’ve made tons of friends at work through the fitness center,” he says.

And the benefits he received went beyond the physical and social.

Eddie said that many of the colleagues he met through fitness challenges provided him with career advice. “The amount of networking I was able to do at the fitness center was remarkable. It’s amazing how many people you can meet while sharing the goal of creating a healthier lifestyle.”

The new virtual approach

Like Eddie, many employees looked to their local gym or corporate fitness center for a sense of community before COVID-19. Now we know employees will seek this same sense of connection in a virtual format.

That’s certainly been our experience over the last two years.

Like many companies worldwide, we had to pivot fast in the spring of 2020. Our initial goal was to fill clients’ immediate needs and continue offering health and fitness programming in whatever way we could. To make the best of the unprecedented situation.

But then something unexpected happened.

The fitness classes delivered in a virtual format were a big hit with employees. They also allowed us to extend our reach to more employees that may not be located in a building where their employer provided a fitness center. Beyond fitness classes, wellbeing-related offerings like energy and stretch breaks, educational seminars, and even classes for kids opened up more ways to demonstrate that the company cares about their employees. Employees also enjoyed seeing the friendly faces they knew and trusted.

Given this, we think virtual corporate wellbeing experiences are an important way to create connection and community in a hybrid world. There are two primary options.

Live-streamed content

Live-streamed content can be used for live events like fitness classes, stretch breaks, educational seminars, and kid and family classes. They’re broadcast through professional-grade equipment to provide the highest quality streaming, regardless of device, bandwidth, or location.

The shift to working from home has served as the game changer for Sharon, one of our client’s employees, and her health and fitness routine. Sharon takes up to three virtual classes each day. She transfers between group fitness classes, to virtual personal training to mindfulness, nutrition and wellness classes. She regularly meets with her health coach.

As a result, Sharon is more resilient and stronger. “HealthFitness has been one of the most important aspects of my mental and physical wellbeing while working from home.”

Sharon’s weekly virtual personal training sessions with her HealthFitness trainer, Jim, keeps her connected and moving after knee surgery. This allows her to keep getting stronger in her health journey.

Not only does this benefit Sharon physically, there’s also the same sense of connection that Eddie described. When you know other colleagues are also participating in these experiences, you have a point of much-needed connection.

Video conferencing

Video conferencing offers real-time connections with wellness professionals for personal and small group training. It is also useful for nutrition coaching, ergonomic consultations, and movement efficiency assessments.

This approach will broaden based on employers I’ve talked with over the last 18 months. Employers want data-driven integration, segmenting, and targeting capabilities with programs that address subjects. Subjects like stress, resiliency, mindfulness, sleep, safety, and financial wellbeing.

Eventually, because of this data and technology integration, employers will offer this kind of programming wherever it works best for employees. That may be in person, at home, on the production line, on the go—whatever employees need.

This level of targeting has a side benefit. Employees can connect around common wellness priorities or goals, which again creates the sense of community many of us are longing for.

Regardless of format, wellbeing programs must be front and center

In their report Future of Work Trends in 2022, Korn Ferry says that “organizations that are leading the way in wellbeing embed it in all aspects of their people strategy. Research shows that this has a positive impact on retention, absenteeism levels, productivity, and overall satisfaction.”

With all of these potential impacts, it’s time for corporate wellness programs to adapt to the permanently altered business landscape by:

Recognizing how classic wellness offerings like fitness centers and programs can solve new workplace challenges, like the lack of connection
Introducing virtual wellbeing offerings that employees can access when and where it’s convenient
Offering a broader range of wellbeing programs that help employees connect with like-minded colleagues and create a sense of community

When companies take these steps, they show employees they belong to an organization that genuinely cares.

Employer Healthcare Benefits and the ‘Great Resignation’

November 22, 2021/Featured, Healthcare and Benefits /by Michael Swartz

According to the U.S. Department of Labor, 11.5 million workers quit their jobs between April and June of this year, and that trend isn’t likely to end soon. A Microsoft survey found that 41 percent of people are considering making a similar move.

This mass exodus, referred to by many as the “Great Resignation,” came as a result of the pandemic. In fact, 74 percent of those surveyed by LinkedIn cited the pandemic as their reason for moving on. During the shutdown, people had a chance to really contemplate their current work situations. Stress and burnout were also contributing factors, but many workers appeared most concerned with their employer’s response to the coronavirus and the financial risks and ramifications (e.g., frozen merit increases, holds on promotions, potential layoffs).

None of this should be a surprise. Even under “normal” circumstances, people leave their employers for many of the same reasons. Burnout is the number one contributing factor, followed by lack of opportunities and low pay. People have also come to enjoy the flexibility of remote work. Returning to the office and working a set schedule is far less appealing, as evidenced by the prediction that freelancers could make up more than 50 percent of the workforce by 2027.

Employer healthcare benefits: a potential solution for the Great Resignation

Some industries have been harder hit by the Great Resignation than others. Leisure and hospitality are still struggling with attracting and retaining talented employees, losing more than 740,000 people in April alone. In the retail sector, nearly 650,000 people quit that same month. Nursing saw an 18.7 percent turnover rate in 2020.

Many businesses have responded by raising wages and offering hiring bonuses of up to $1,000, but financial incentives haven’t been enough. A Korn Ferry survey found that 94 percent of retailers can’t find talent to fill empty roles. Part of this could be due to the prospect of long hours spent in positions that involve interacting with the public, which still feels daunting and dangerous for many; the coronavirus still poses a severe threat to people’s health.

Another part of the equation is insufficient employer healthcare benefits packages. According to the 2019 Kaiser Family Foundation Health Benefits Survey, just 50 percent of small businesses (fewer than 200 employees) offer health coverage to employees. And with more than 40 percent of the private workforce employed by such establishments, that’s a lot of people personally insured, underinsured, or uninsured. The Great Resignation is compounding the issue. More than 60 percent of the workforce receives health benefits through their employers. When someone leaves without another job, they lose their employer-sponsored health insurance and aren’t eligible for unemployment insurance, creating a gap in health insurance coverage between jobs.

The key to attracting and retaining talented employees could be as simple as offering employer healthcare benefits. It can be a huge differentiator by increasing job satisfaction, employee loyalty, and productivity.

Employer-sponsored health insurance options

Despite the benefits, finding room in the budget for employer-sponsored health insurance can be difficult for many small businesses. While deductibles and premiums may be on the rise, it is still worth the effort to explore your options. Many retail and services workers are now taking entry-level positions in offices and warehouses with lower wages because of the benefits, career development, and upward mobility they offer.

Here’s what to consider when building your employer healthcare benefits plan.

1. Supplement a high-deductible health plan with virtual primary care.

A complimentary virtual primary care plan can be a good supplement for businesses that cannot afford full employer-sponsored health insurance. Virtual care plans can reduce out-of-pocket costs associated with deductibles, copays, and prescriptions.

2. Include a health savings account with high-deductible plans.

Health savings accounts provide many advantages for employees. The funds are available to pay for medical expenses, which puts the individual in control of when and how to use the money. Want to pay a deductible? Go ahead. Need to refill a prescription? Feel free. But the contributions come out before taxes, lowering taxable income. Many plans also earn tax-free interest, and any unused funds can be rolled over for the next year.

3. Base premiums and deductibles on employee income.

Basing premiums and deductibles on employee income doesn’t always work for smaller businesses, as the difference in wages isn’t usually extreme. For midsize and larger employers, however, it can be a helpful tool in attracting and retaining talented employees. Perhaps pay 80 percent of premiums for workers making less than $60,000 a year while also offering lower annual deductibles.

4. Offer an independent virtual primary care plan when insurance isn’t an option.

Telehealth plans can help employees access the care they need. Look for comprehensive solutions like virtual primary care, which allow employees to see the same primary care physician regularly and manage chronic conditions with ongoing treatment plans. These plans also provide access to annual virtual wellness exams—including routine labs—as well as virtual urgent care and behavioral therapy.

The reasons people seek other employment opportunities will vary, even after the pandemic. Finding ways to address the most common causes of talent loss should help, but it’s also important to provide people with the perks and benefits they seek—one of which will always be employer-sponsored health insurance.

On-Site Employee Benefits: Bringing Dental Care into the Workplace

October 8, 2021/Healthcare and Benefits, Podcast Recaps /by Meghan M. Biro

Employee expectations are changing, with many looking to their workplaces to provide better benefits and wellness solutions. Employees want to feel valued, and in turn, they value employers who take the initiative to make sure their workers are healthy.

In recent years, workplaces have been offering on-site health services, including massages, counseling, eye-care check-ups, and more. Bringing benefits to employees makes their lives easier and gives them a greater chance of staying healthy. Organizations that prioritize comprehensive benefits not only make themselves more competitive in the job market, but also show that their brands are flexible, forward-thinking, and that they care about the wellness of their people. Which, as we all know, should always be a top priority.

Our Guest: Jordan Smith, CEO, Jet Dental

On the latest #WorkTrends podcast, I spoke with Jordan Smith, CEO of Jet Dental, an on-site provider of dental care for corporations nationwide. They offer pop-up clinics, which can be set up in the office. Jordan is a seasoned chief revenue officer with experience in the healthcare industry and growing call centers. Before joining Jet Dental, Jordan led a 400 person sales team with annual sales of $200 million.

Pre-pandemic, 45 percent of people with dental insurance were not going to the dentist annually, Jordan explains. This was due in part to it being difficult to get away from their busy work schedule. Now that people have more flexibility with hybrid work, I wanted to know: What’s the advantage of pop-up dental clinics for today’s employees?

“Since COVID, a lot of people have delayed preventive care. A study by Business Group on Health is predicting a 5.3 percent increase in health plan costs for large employers because of delayed care brought on by the pandemic,” Jordan says. “As a result, individuals are delaying care, waiting until maybe it’s too late.”

A big incentive for employers to offer in-office services like dental care is to prioritize employee health. Not just to make sure employees are well, but to help cut unnecessary costs. Insurance carrier Cigna did a study of a million of their members over a five-year period and found that those who got regular preventive care saw a 31 percent decrease in costs in that period. People who didn’t get that care saw a 43 percent increase in costs.

“The healthier your workforce, the less likely it is for you to see increases in premiums,” Jordan says. “A simple thing like regular dental care check-ups, twice a year, can prevent a host of maladies.”

Bringing Dental Care to Employees: Motivating the Unmotivated

So what does in-office dental care really look like? How do employers motivate employees to walk down the hall to pop-up clinics and prioritize their health?

“The vast majority of the folks we’re seeing aren’t going to the dentist just because it’s one other item on their task list. So by making it convenient, we get those people to go down the hallway to get a cavity filled. We motivate the unmotivated,” Jordan says. “Also, in our experience, there are people who are afraid of the dentist, and by offering them the in-office option, we see those people on a daily basis.”

As employees continue to demand better benefits packages in the competitive job market, employers are looking for new ways to make benefits a top priority. On-site benefits and services like dental care will likely become the new normal, Jordan says. Perhaps even expected by employees.

“A lot of us have gained more empathy for one another due to the pandemic. Because of that, I think employers are looking even further into how they can help employees have a better experience at work and find a better work-life balance,” Jordan says. “Going forward, we’re going to continue to see more onsite health vendors. We’re going to see not savings for 401ks, but for travel and matching travel expenses to help people go have great experiences. Those competitive offerings are going to continue to evolve and improve and not just for white-collar businesses, but blue-collar as well. We’re starting to see that and will continue to see it.”

I hope you enjoy this episode of #WorkTrends, sponsored by Jet Dental. You can learn more about employee dental care by connecting with Jordan Smith on LinkedIn.

Why Employers are Reconsidering Hourly Workforce Benefits

September 1, 2021/Healthcare and Benefits /by Dr. Nick Taylor

If there’s a silver lining to the coronavirus pandemic, it’s the significant increase in status that the world’s hourly workers have achieved. Hourly workforce and gig employees have discovered they have more leverage today regarding their work hours and wages. Sadly, that recognition has been hard-won. The next chapter in the story could center on the best way for employers to provide this majority segment of the workforce an employee experience that includes accessible and comprehensive well-being solutions, including programs and tools for mental health care.

Across the U.S. alone, non-salaried employees (people paid an hourly wage) make up 58 percent of workers, according to a 2019 study by the U.S. Bureau of Labor Statistics.

Hourly Employees are Valuable

Hourly employees have always been the unsung heroes of the global economy. They are the workers who show up and keep the wheels turning during the worst of times. They’re the frontline healthcare workers, firefighters, and police officers. But they’re also the people working on the production lines, driving the busses and conducting the trains. These hourly workers build houses, deliver packages, handle the behind-the-scenes tasks in restaurants, hotels, and retail stores.

Before COVID-19, the hourly workforce wasn’t considered “essential,” and those in many industries were treated like second-class citizens. Then suddenly, many of these same people were considered necessary for civilization to run day today. During the pandemic, nearly every state governor issued executive orders that defined “essential” industries. They include healthcare, food service, and public transportation. And their employees accounted for roughly 42 percent of the entire U.S. workforce in April 2020, according to the Brookings Institution. Among these, most are hourly or part-time workers, and 57 percent of them earn less than $20 an hour. In fact, essential employees earn an average of 18.2 percent less than employees in other industries, according to the Brookings report.

Nonetheless, many hourly workers are the customer-facing brand ambassadors for their companies. Their customer-facing job requirements made it impossible for many hourly workers to work from home when the global economy shut down. Instead, they were let go. According to the Economic Policy Institute, hourly, low-wage earners experienced 80 percent of the overall U.S. job losses in 2020.

The Needs of Hourly Workers

Now, it’s clear that COVID-19 has disrupted the entire hourly workforce landscape in other ways. Workers changed industries and realized that they could increase their pay significantly in new jobs. Also, as companies compete for a scarce pool of labor, wages are rising quickly. Many hourly workers are aware of this and are no longer wary of changing jobs for a better-paid position. Instead, they’re asking for better pay and greater benefits right where they are. That’s the impression of people like Alex Pantich, whose on-demand staffing platform Upshift is dedicated to the hourly and part-time workforce.

“In my experience operating an on-demand staffing platform,” Pantich said, “many of those working in the hospitality industry making minimum wage realized that they could work in a warehouse with better hours and a pay rate almost double what they made working in a restaurant.“

Research backs him up. Gallup reports that hourly workers are now significantly less satisfied than salaried employees. They are less satisfied with vacation time, retirement benefits, pay, safety conditions, job security, health insurance benefits, and more. A recent study by Workplace Intelligence and MyWorkchoice that included 2,000 U.S. HR leaders and hourly workers revealed that nearly 94 percent of leaders and 87 percent of hourly workers felt that hourly workers should receive the same, or some of the same, benefits as salaried employees.

Meeting Changing Demands

“We’ve reached a critical turning point,’’ the study concluded. “The evidence is growing that employers who want to remain competitive in today’s marketplace should consider rethinking their benefits for hourly workers, especially flexibility.”

Researchers with the hiring platform HireVue say competition is fierce for top hourly talent. Organizations are getting creative with benefits to attract high performers. A recent survey by the hourly hiring platform Snagajob found that 89 percent of employers are competing for talent using flexible hours and scheduling. Also, 76 percent are offering a robust set of employee discounts and 54 percent are offering increased job skills training.

“Other trends among hourly employers include signing bonuses, increased pay, and vaccination incentives,” says Mathieu Stevenson of Snagajob.

Employers who hope to attract and retain top talent will provide employees full access to wellness tools and programs. Roughly 40 percent of all U.S. adults reported symptoms of anxiety or depressive disorder during the pandemic. That is nearly four times the number who reported those symptoms in the first half of 2019. But the problem is even worse among essential workers. More than 42 percent of essential workers have suffered anxiety or depressive symptoms during the pandemic, compared with 30 percent among other workers.

To stay competitive, employers need to offer valuable benefits to all employees, regardless of hourly or salaried status.

Voluntary Benefits and Why Employers Should Offer Them

August 2, 2021/Healthcare and Benefits /by Dr. Nick Taylor

The coronavirus pandemic has greatly accelerated two recent and parallel trends in employee benefits. One is that more employers want to take a holistic approach to employee health and wellness. The other is that employees are increasingly looking to work for companies that show a culture of caring.

These trends, combined with other impacts of COVID-19 on the global workforce, have brought the value of so-called voluntary benefits to center stage. Employers should take note if they’re not already.

The Current State of Voluntary Benefits

Even before the pandemic, 41 percent of workers said they were likely to look for a new job with better benefits, according to Unum research. That percentage is even higher among the younger generations: 57 percent of millennials and 65 percent of Gen Z workers said they felt the same. Meanwhile, a recent employee benefits survey found that if employees had to choose between a high-paying job and a lower-paying one with quality health benefits, 88 percent would consider the lower-paying job. More telling, a majority (54 percent) of employees would “heavily consider” the tradeoff.

And employees are looking more closely at the benefits they’re being offered. During the last enrollment season, thanks to COVID-19, more than seven in 10 employees (71 percent) reported that they intended to spend more time reviewing their voluntary benefits. More than half (53 percent) planned to make changes to their benefits coverages.

No wonder 94 percent of employers now consider voluntary benefits part of their value proposition. That’s a massive increase from barely 33 percent of employers who felt the same way in 2018. When they were first introduced, voluntary benefits were considered icing on the cake. They were sweeteners to help close a deal with an employer buying basic medical (core) benefits. About a decade ago, the voluntary benefits market grew gradually, and then it exploded with a variety of supplemental benefit add-ons. Consider this: 63 percent of employers are adding child care benefits to their lineup this year.

Statistics to Consider

The subject of voluntary benefits has recently become a critical tool for employers to support employee mental health. It’s a topic that employers were just starting to focus on before the pandemic. This happened, coincidentally, when voluntary benefits were beginning to take off. The pandemic catapulted voluntary benefits into the spotlight. People everywhere were forced to work from home, social-distance, wear masks, and forgo most of their everyday social habits. Consider these telling statistics:

In early 2019, SHRM’s annual Employee Benefits Survey found “slow but steady increases” in on-site stress-management programs provided by employers, compared to five years prior. Stress management programs were up to 13 percent and meditation and mindfulness programs were at 11 percent.
Earlier this year, research by Randstad found that 41 percent of workers say their employers began offering new health- and wellness-focused benefits during COVID-19. Among those companies, “mental health assistance” was the third most commonly added benefit (13 percent). The number of companies adding benefits to support mental health was, in fact, statistically the same as for new “general health and wellness benefits” (14 percent). (At 20 percent, “flexible work hours” was the most prevalent new benefit.)

The increasing attention by employers to employee mental health is coming none too soon. Roughly two in five U.S. adults reported symptoms of either anxiety or depressive disorder during the pandemic—up significantly from one in 10 who reported these symptoms in the first half of 2019. The rate is even higher for essential workers (42 percent) versus nonessential workers (30 percent).

Developing an Effective Mental Health Initiative

These numbers shouldn’t alarm just HR and wellness professionals. All business leaders should take note. Why? Two reasons:

The global cost of lost productivity, absences, and turnover caused by poor mental health is already estimated to be about $2.5 trillion annually.
Employer investment in what one study called “effective mental health initiatives” can return an average of just over $4.00 for every $1.00.

So, where do you begin to find and implement an effective mental health initiative?

First, look for a solution that takes a four-part approach. You’ll need a solution that:

1) Takes a whole-person, whole-organization mindset

2. Includes tools and programs for all employees (not only those who are reporting mental health concerns)

3) Empowers employees and delivers practical insights to HR and wellbeing leaders

4) Has a human touch (support from experienced, dedicated service specialists) backed by solid science

To stay competitive in the new world of work, there really is no Plan B.

Image from Lightspring

The Deeper Benefits of Employee Mental Health Programs

May 17, 2021/Healthcare and Benefits /by Dr. Nick Taylor

Rewind for a minute to the pre-pandemic state of your company culture. How did you measure up in terms of morale? Recruiting? Retention? How about employee engagement, productivity, presenteeism, and positivity? These are all critical attributes companies increasingly evaluate for their value on investment (VOI), a progressive alternative to ROI. In many organizations, the use of VOI is gradually changing the way employers assess the impact of their people programs, including employee mental health programs.

Of course, companies had begun to rethink their approach to employee mental health and well-being before COVID-19. Then the pandemic hit. Suddenly life was more about surviving than thriving.

There hadn’t been time (or much interest) before we all went into sheltering in place to call the Employee Assistance Program (EAP). And there certainly wasn’t time during, what with homeschooling and back-to-back Zoom meetings. We all seemed awash instead in apps for meditation and calmness.

Measuring Employee Mental Health Programs: ROI or VOI?

But as the dust settles and work life finds its new sense of normal, HR, talent leaders, and the C-suite are all certain to return to putting a finer pencil to the cost of these programs and well-being initiatives. This begs the traditional question: Where is the ROI?

What HR and benefits will quickly learn is that the ROI of mental health programs is at best an elusive target. At worst, ROI is an impossible metric to nail down. But this is not the first time category leaders in a company have faced this quandary.

For example, learning and development has been buzzing with the need to hire and train for “soft skills” for at least two decades. But as important as those skills are for the way work gets done today, L&D leaders still struggle to prove the ROI of those traits. They also struggle to quantify the programs intended to build soft skills. Yes, learning has found ways to produce data that draws a line (if often indirect) from soft skills development to changes in productivity and ROI. But the objectivity of the data, and the authenticity of the reports based on that data, are often questioned.

Of course, connecting the dots and measuring the true ROI of employee benefits and programs that offer financial planning, better nutrition, mindfulness, and improved mental health faces similar challenges. So what if, instead of ROI, you shift your focus to a whole-person, whole-organization approach of employee mental health – and consider its value on investment (VOI).

Defining Employee Well-being and VOI

Consider a clinically-based approach that addresses mental health proactively from the standpoint of physical, social, and psychological well-being — the three spheres that psychologists and healthcare providers agree make up the whole person. It isn’t just about treating the 1 in 5 Americans who have mental health issues. It’s about proactively reaching and educating every employee about mental health. Because just as everyone is somewhere on the yardstick of physical health, we are all also somewhere on the continuum of mental health.

And what supports our mental, physical, and social well-being? What — speaking of VOI — can add value to our mental health?

Science says there are seven aspects of daily life to consider: happiness, sleep, fulfillment, coping, calmness, health, and connection all influence employee mental health. When one area is off-balance, an employee — and ultimately their coworkers and the company — are directly affected. Your company’s performance, culture, and reputation are all on the line. At the same time, studies show current programs to support mental health are under-utilized. EAPs, for example, are hugely underutilized with an average 3% to 4% engagement rate.

Unfortunately, there isn’t a “one size fits all” mental health solution that can add value to your organization by optimizing the use of well-being programs you’re already paying for, improving employee performance, and positively affecting your company culture and brand.

Four Benefit Areas with Measurable Outcomes

You need a platform with expert guidance, scientifically-backed tools, and data-driven outcomes. And, you must take a proactive approach that inspires and empowers your employees to take matters into their own hands. You need a platform that speaks to the employee experience and adds value to the organization. You can prove that value by focusing on these four areas critical to any organization — and have measurable outcomes.

1. Strengthen existing well-being payout

Our first goal: Close the gap between an employee having a problem and the employee going to the EAP to solve that problem. For example, trouble sleeping doesn’t lead employees directly to their EAP. But with a better understanding of what mental health truly means, how a sleepless night might indicate a more significant issue exists, and with support to navigate them to existing programs and services — employees feel knowledgeable and safe. They’ll reach out to their EAP — and get the right care at the right time.

2. Improve performance

It’s no secret that a thriving workforce leads to better performance. Providing employees with the tools to manage their individual challenges equips them to make incremental changes in their well-being and job performance. With that comes fewer sick days, less presenteeism, and fewer accidents on the job. Once you empower employees to take mental health matters into their hands, understanding and measuring progress becomes natural.

3. Strengthen company culture

Mental health is not binary; it’s more than being OK or not OK. Move away from mental well-being programs that offer checklist or check-the-box approaches. Shift the mindset to where everyone’s on the spectrum — because we all have mental health. Forget “show up, be your best, and get rewarded.” It contradicts the culture of well-being and taking care of oneself. And it certainly isn’t a culture that supports openness about mental health (or much of anything else, for that matter).

4. Enhance company reputation and brand

When it comes to the most in-demand traits of employers, a company’s mission, sense of values, and providing support for total well-being have surpassed compensation. Job seekers now look for companies ready to protect and care for people — including offering programs to support their mental health. Enhance your company’s reputation and brand by taking a proactive approach to — and a vocal stand on — mental health.

Employee Mental Health Programs: Next Steps

Advocate for what matters. VOI does that and will help sell a whole-person, whole-organization approach to employee mental health up the ladder. Choose a vendor you trust. Invest in technology that delivers or optimizes what you have. Research, research, research. Then, ultimately, prioritize what truly matters.

Understanding the Power of Wellness Incentives

7 Steps to Find the Ideal Wellness Incentive Provider

1. Identify Your Organization’s Needs

2. Evaluate Potential Providers

3. Tailor Your Program Offerings

4. Consider Technology and User Experience

5. Prioritize Culture Fit and Communication

6. Measure and Demonstrate ROI

7. Don’t Forget Contract Terms and Pricing

A Final Note on Wellness Solution Providers

Why Pet Perks Are On The Rise

How Pet Perks Work

How Pet Benefits Enhance the Employee Experience

3 Ways Pet Perks Build Better Organizations

1. Attract and Retain Top Talent

2. Foster a Positive, Diverse Company Culture

3. Boost Wellbeing and Retention

Are You Ready to Run With Pet Perks?

Why Employee Benefits Communication Matters

Employee Benefits Communication in Recruitment

How to Plan Benefits Communication

1. Before Open Enrollment

2. During Open Enrollment

3. After Open Enrollment

Top Trends in Employee Benefits Communication

1. Personalization

2. Multichannel Approach

3. Gamification

4. Simplified Language

A Final Note on Benefits Communication

The Affordable Care Act Explained: A Comprehensive Mandate

Size Matters

1. Smaller Organizations

2. Larger Organizations

Timely Reporting and the Right Forms

Employer Penalties and Risks

Staying in Compliance: 6 Best Practices

1. Dive into Employee Eligibility

2. Manage Affordability

3. Maintain Documentation

4. Conduct Continuous, Careful Reporting

5. Build a Team You Trust

6. Harness the Power of a Digital Platform

If You Get a Penalty Notice

The Affordable Care Act: New Landscape, New Complexities, New Changes

Top 5 Employee Experience Concerns in 2023

1. Compensation is Lacking

Expand Benefits Choices

Emphasize Intangible Benefits

Manage Private Healthcare Coverage More Effectively

Facilitate Training Scholarships

Encourage Performance-Based Bonuses

2. Stress is Overwhelming

Invest in Wellness of All Types

Promote Awareness and Education

Establish Channels for Open Dialogue

3. Work-Life Balance Doesn’t Exist

Commit to Flexible Work Solutions

4. Employers Impose Too Many Needless Rules

5. Recognition is in Short Supply

Employee Experience Concerns Matter

Meet Our Guest: Barb Dehn

The Stigma of Menopause

Linking Menopause With Wellbeing

The Impact on Midlife Careers

Resources for HR

Inside the New Corporate Fitness Center

3 Fresh Corporate Fitness Center Moves

1. Growth in personal and small-group training

2. More collaboration with employee clubs

3. The rise of hybrid fitness memberships

Final Thoughts

What Are Commuter Benefits?

Why Offer Commuter Benefits?

1. It’s a Great Way to Attract and Retain Top Talent

2. It Helps the Environment

3. It’s a Smart Business Move

Why Employees Love Commuter Benefits

Beyond Covid: Supporting a Better Work Commute

1. More Personalized Training