4 benefits of digital wellbeing to consider during open enrollment

Organizations were already adopting digital tools as part of their open enrollment strategies prior to COVID-19, but the demands of the pandemic accelerated the transition. Now, with workforces increasingly dispersed, digital tools aren’t just desirable, they have become a necessity for an increasingly hybrid and remote workforce.

The increased reliance on digital benefits coincides with a steady focus on wellbeing for employees and employers alike. With the lingering impacts of the pandemic, ongoing inflation, climate crisis and record high levels of stress, many employees feel that their personal wellbeing is in decline. This makes it more important than ever for employers to provide benefits that support them in the challenges they are facing. The following statistics underscore the need for employer support:

• More than 53 million Americans provide unpaid care to adults or children, with one third reporting moderate or severe anxiety, and 20% suffering from depression.
• 1 in 3 American adults is obese.
• More than 283 million individuals worldwide have a diagnosed Alcohol Use Disorder.
• Depression and anxiety cause 12 billion working days to be lost every year and come at a cost of $1 trillion per year in lost productivity.

Employees are struggling to overcome these obstacles, with more than a quarter self-reporting absenteeism or presentism and only a small percentage taking advantage of current treatment or support options. This makes it imperative for employers to understand the realities their workforce is facing and to take steps to address any challenges or roadblocks to wellbeing.

Four ways digital tools streamline the benefits experience

Digital wellbeing solutions can deliver a streamlined experience for benefits professionals and plan sponsors, as well as an individualized experience for employees. Consider the following ways in which digital wellbeing solutions can deliver improved outcomes during open enrollment.

Engage remote and dispersed workforces. Flexible working arrangements are a must-have for employers today, but remote and hybrid work arrangements can add complexity to benefits and wellbeing implementation. Not only can it be more difficult to understand the challenges employees are facing in their work and personal lives when coworkers don’t see each other every day, but fully remote teams may also be more prone to feelings of isolation and loneliness. Fortunately, digital wellbeing solutions allow employers to engage employees and their dependents easily and cost effectively. Such solutions can also support socialization and team building among remote coworkers. For example, a virtual fitness class allows employees to bond around similar, healthy interests, while a remote cooking class can serve as a high-energy team building activity.

For services like mental health counseling or therapy, digital solutions can significantly improve access and convenience. They help eliminate common barriers to care like long wait times, confidentiality concerns, stigma, and issues of convenience. Digital offerings allow people to receive services anonymously and on their own schedule. Research shows many people find value in these virtual options – for example, 77% of individuals say they will incorporate virtual screenings into their future health care routine.

Enhance existing offerings. Digital wellbeing solutions don’t need to rewrite the benefits playbook. Instead, digital wellbeing is a way to easily enhance existing offerings. If your organization isn’t ready to go “all in” on employee wellbeing, look for partners that can provide a modular platform that can be expanded as wellbeing initiatives evolve.

Digital wellbeing platforms make it easy for employees to access existing benefits offerings anytime, anywhere, via a smartphone, tablet, or laptop. Digital programs can also deliver powerful insights for employers as to which types of content and program options are driving employee engagement, while keeping participant information private. Understanding the type of content employees are accessing can inform future program offerings. For example, if caregiving content and support tools are highly accessed by employees, an organization may look at updating its place policies and support for working caregivers.

Deliver accessible, digestible expertise and engagements. Evidence suggests that people not only prefer to acquire information in small bites, so to speak, but that the use of micro-learnings can boost retention and comprehension. Digital wellbeing platforms allow employees to consume content in the way that best fits their learning style – be that a video, podcast, blog article, or quiz – and their lifestyle and availability.

Digital wellbeing solutions also give organizations the bandwidth and expertise to connect to real-world issues and emerging trends. For example, interest in nutrition is soaring, and digital platforms allow employers to offer guidance from many industry experts, all through one platform.

Read more: How benefits can save employees money while contributing to their wellbeing

Swift implementation facilitates rapid scaling to meet organizational needs. Easy-to-launch solutions are a must in today’s ultra-competitive talent landscape, and employers who are unable to meet the needs of their workforce can find themselves at a major disadvantage. A rapid implementation of a wellness solution can drive meaningful change. By enabling quick deployment of resources to support employee wellbeing, organizations are better positioned to create positive outcomes for both their people and business. In a matter of weeks, content and platforms are ready to go live, with unique communications that spark interest and drive employee engagement. Organizations should look for digital health partners that offer dedicated account managers who work behind the scenes to customize solutions to their specifications, ensuring fewer hassles as services are scaled to match unique business needs.

The changing dynamics of the modern workplace call for innovative solutions that adapt to meet the unique needs of your employees. And for today’s employers, that means digital platforms that simplify the workload for benefits teams, while creating a healthy workplace culture that supports employees throughout the year.

Jason Campana is the Chief Operating Officer of LifeSpeak Inc.