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Employee Wellness Study – What Workplace Benefits the Workforce Needs Now?

Workplace Benefits Preferred for Employee Wellness

Employee wellness solutions are constantly expanding. When offered to the workforce through the right channels, they can be an effective recruitment, retention, and engagement strategy.

With workforce health and wellbeing becoming a top priority to employers, many are looking to offer the right employee wellness solutions.

While offering the best-suited solutions is crucial, they must also stay in line with the latest workplace wellness trends. And one of the popular wellness trends are digital health solutions.

Digital health solutions and wellness technology was preferred by employees for a long time. However, the COVID-19 pandemic proved its importance. And so, the rising demand and advancing technology paved the way for many digital health and wellness solutions.

Mercer Marsh published a Health on Demand study report about the different wellbeing and workplace benefits employees expect from their employers.

Employee Benefits Study

Mercer conducted the study for over a month in 2021 with around 14,000 adult employees from different countries across the globe, including almost 2,000 workers from the United States.

According to the study, employers played a major role in supporting their workforce during the pandemic. Their meaningful support helped in building a loyal workforce, reflecting engaged and productive employees.

Of the employees who said their employer supported them during the pandemic –

  • 62% felt their employer cared about their health and wellbeing
  • 44% were less likely to leave their job because of the quality of support they received from their employer
  • 77% felt energized at work in their current role
employee wellness supported by employer

On the other hand, of the employees who felt their employer did not support them enough, only –

  • 19% felt their employer cared about their health and wellbeing
  • 20% were less likely to leave their job because of the quality of support they received from their employer
  • 51% felt energized at work in their current role
employee wellbeing not supported by employer

According to the study, employers supported employee health and wellbeing in different ways. The five key health and wellbeing trends delivered to the workforce included –

  1. Providing support for current situation
  2. Providing valued employee benefits
  3. Access to digital health solutions
  4. Investing in employee mental health
  5. Impartial and equitable delivery of benefits

Providing support for the current situation

Thanks to the comprehensive benefits offered to support employees during tough moments like the pandemic, almost a quarter of the workforce felt positive about their experience even during tough times. However, only 11% of those with no benefits felt positive. Around 30% of employees in the US felt mostly or entirely negative during the pandemic.

By offering the required physical, emotional, and financial wellbeing support, employers were working on boosting their engagement and resilience.

Providing valued employee benefits

Compared to 52% in 2019, only 50% of US employees felt their employers cared for their health and wellbeing in 2021. This drop could result in higher disengagement and turnover.

employers caring for employee health and wellbeing

According to the Mercer study, employees with access to valued benefits and wellbeing resources were 35 points less likely to leave their organization. Also, they were 11 points more energized and 27 points more confident when they received healthcare resources compared to those who did not receive any benefits.

So, the study implies that the more diverse benefits and resources offered to the employees for their health, wellbeing, and risk protection, the more loyal, engaged, and productive their workforce will be.

Impartial and equitable delivery of benefits

It is obvious that people who earn more have better access to quality healthcare, income protection, medical coverage, and wellbeing counseling. However, low-wage earners and other disadvantaged groups cannot afford them. Almost 27% of US respondents were not confident about affording quality healthcare for their families.

Employers must identify the disadvantaged groups and the employees who need the most support and provide the needed benefits and resources. When they are supported fairly and impartially, they are more likely to be loyal and engaged.

Access to digital health solutions

Almost 8 out of 10 individuals plan on using digital health and wellness solutions for medical purposes. Be it seeking help from their healthcare providers or making video calls to their physicians, telemedicine has become a booming trend. According to the study, almost 80% of employees intend to use telemedicine more in the future than during the pandemic.

Providing seamless access to virtual healthcare solutions and health coverage can help many employees receive timely and quality medical assistance. This can reduce potential health risks and healthcare costs.

Investing in employee mental health

The pandemic has impacted employee mental health in many ways. Many reports suggest declining mental wellbeing since the pandemic. The Mercer reports suggest one in every two employees felt somewhat stressed daily. Almost 59% of US employees felt stressed (in the range of extremely or somewhat stressed) every day. However, those who received support from their employers were 10% less likely to be extremely or highly stressed.

Implementing employee wellness programs with access to comprehensive mental wellbeing resources and support can prevent stress and boost emotional health.

Seeking employee feedback is imperative to ensure they receive the right benefits. And when employees tell what they want, it is only about what they need. It is the formula for building a successful and productive workforce.

So apart from employee wellness programs, employers must know what workplace benefits can be offered to support the health and wellbeing of the entire workforce while considering factors like affordability and eligibility impartially.

Post Author: Admin