One third of employees have turned down a job due to a lack of benefits
Wellness is no longer seen as an optional perk, but rather it’s leaped up the corporate agenda into a necessity.
One third of employees have turned down a job due to a lack of benefits, according to a report from One Medical Benefits Release; with 16% of them having done so in the past 12 months.
Taking this into consideration, we spoke to Kaitlyn Apfelbeck, director of human resources at Voices.com, who revealed to us why her organization is placing more onus on helping the individual within the workforce.
“As society puts a growing emphasis on issues like mental health, stress management, and wellness, HR departments must design a plan to support their employees,” she explained. “Providing these supports has become an indicator of a great place to work and confirms that the employer truly cares about the wellbeing of the employee.
“Not supporting your employees, or even showing that you really do, can be seen as tone deaf and can have the opposite effect on team morale.”
So, what exactly can HR leaders do to enhance their wellness offering? It should begin with an examination of what your employees want – don’t assume that every worker has the same needs.
One-size-fits-all benefits are a thing of the past. Employees crave tangible perks over gimmicky add-ons, as a report from Fractl highlighted earlier this year. After interviewing 2,000 workers, they found that health, dental and vision insurance topped the list as the most desired benefits – which should serve as a reminder to HR.
Don’t go with style over substance; in today’s economically fragile world, staff want benefits that have the propensity to change their lives, not plaster over the cracks in their psyche.
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One third of employees have turned down a job due to a lack of benefits, according to a report from One Medical Benefits Release; with 16% of them having done so in the past 12 months.
Taking this into consideration, we spoke to Kaitlyn Apfelbeck, director of human resources at Voices.com, who revealed to us why her organization is placing more onus on helping the individual within the workforce.
“As society puts a growing emphasis on issues like mental health, stress management, and wellness, HR departments must design a plan to support their employees,” she explained. “Providing these supports has become an indicator of a great place to work and confirms that the employer truly cares about the wellbeing of the employee.
“Not supporting your employees, or even showing that you really do, can be seen as tone deaf and can have the opposite effect on team morale.”
So, what exactly can HR leaders do to enhance their wellness offering? It should begin with an examination of what your employees want – don’t assume that every worker has the same needs.
One-size-fits-all benefits are a thing of the past. Employees crave tangible perks over gimmicky add-ons, as a report from Fractl highlighted earlier this year. After interviewing 2,000 workers, they found that health, dental and vision insurance topped the list as the most desired benefits – which should serve as a reminder to HR.
Don’t go with style over substance; in today’s economically fragile world, staff want benefits that have the propensity to change their lives, not plaster over the cracks in their psyche.
Related stories:
Tired at the office? Need more energy?
Financial giant boosts health benefits