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OK, I’ll admit that promoting a culture of health within the workforce is not exactly like pressing the “easy button.” But there are solutions which can be deployed with minimal staff resources and expertise, while fitting into those tight budgets employers have to continue to manage.
Employers are looking to their trusted advisors for new ways to engage employees, because their needs are more diverse than ever. Yes, we still attempt to tailor benefits offerings based on generational categories like millennials, Gen X, boomers and now Gen Z; however, trying to match the right benefits based on these categories alone is not enough. Employees change jobs more frequently, work is no longer confined to the office and workers are pushing retirement further down the road. Employees no longer see a clear delineation between work and life — they want more than balance. They want harmony.
Defining a culture of health
Historically, employees have looked to their employer for help with their physical needs (e.g., health insurance, well-being), but today’s multidimensional employee is also asking for help with their financial, mental and social needs. According to the 2017 MetLife Annual Trend Study, 74 percent of employees agree having insurance/benefits provides peace of mind for the unexpected. Additionally, 66 percent of employers agree that employees are less productive at work when worried about personal finance problems.
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