Drive positive outcomes by demonstrating care in moments that matter most
How prioritizing employee care during key life and work moments leads to better business outcomes.
Employees continue to juggle competing responsibilities in their personal and professional lives, leading to feelings of stress and burnout. Over the last year, external stressors like inflation and geopolitical issues have compounded these challenges, leaving employees in search of more consistent care from their employers in key work and life moments.
MetLife’s 2024 Employee Benefit Trends Study finds that employees have come to expect a more consistent delivery of care from their employers—and not just at work (92%), but in their personal lives (79%) as well. Across the workforce, employees are constantly facing impactful moments at work and at home, from unplanned financial stress and on-going mental health conditions to experiencing burnout and feeling unrecognized for one’s contributions at work. Analyzing common and impactful moments, MetLife’s research revealed “care delivery gaps” wherein employees say they don’t feel adequately cared for by their employers during key moments that have significant impact on them – from life’s most meaningful moments to routine events and interactions at work.
While the spectrum of impactful work and life events is far-ranging, what connects these moments is the demonstrated care employers deliver that shapes the overall employee experience and, in turn, workplace outcomes. Another shared aspect of these moments is the important role that benefits play in helping employees feel cared for when experiencing them—among employees who felt cared for in work moments, 69% said their benefits experiences played a role and 67% echoed this sentiment during important life moments.
Here are two examples of moments employees may experience, and how employers can deliver care during these events to drive more positive outcomes:
- Becoming the primarily income earner of ones’ household.
An employee’s partner is suddenly laid off and she is now the primary income earner for her family, having to provide care and financial support for her partner and school-aged child. In response, her employer expressed empathy for the situation and discussed relevant benefits options that may be able to offer financial support and peace of mind, including employer-provided Life, Disability, and Pet insurance, access to subsidized childcare, as well as financial planning and education tools. In return, the employees’ anxiety is reduced, she is more financially confident, and feels an improved sense of belonging. With peace of mind that she and her family are protected, the employee is able to stay engaged and productive at work.
- Feeling a lack of appreciation or recognition at work.
An employee leaves a role where he felt unseen and unrecognized for his efforts and decides to accept a position with a new employer. As a new associate, he does his best to make a good first impression and gain trust of his new employer and fellow colleagues. Recognizing the efforts of this employee, the new employer demonstrates their appreciation with verbal recognition and encourages the employee to take advantage of the company’s PTO policy. Feeling appreciated by his employer, the employees’ happiness at work improves, as does his sense of pride in working at a company that values his time and input. In turn, the employees’ productivity as well as feelings of loyalty to his new employer increase.
Related: Most U.S. employees feel appreciated at work, but gaps still remain
Final thoughts
When employees deliver care, it can lead to mutually beneficial outcomes for employees and employers alike- as employees are more likely to feel valued (1.6x), loyal (1.3x), and productive (1.2x) when they feel cared for. As employees continue to face persistent challenges in the world around them, their expectations of employee care will likely only continue to grow; and while the needle is always moving, employers who continue to raise the bar by delivering continuous, intentional care in moments that matter most to their employees will ultimately benefit from greater business outcomes.
Jamie Madden is Senior Vice President of Workforce Engagement and Benefits Connectivity, a unit within MetLife’s National Accounts Financial Wellness & Engagement Organization. All data from this article is from MetLife’s 2024 Employee Benefit Trends Study.