3 Ways Employers Should Be Up Leveling Their Health and Wellbeing Programs  

Despite the increased attention on self-care, people struggle to find the time and resources to make this practice part of their lives. At the same time, alarm bells are ringing about the global mental health crisis, the rise in obesity and diabetes, and the rise in cancer diagnoses among younger individuals. If ever there was a time for people to take more agency over their mental and physical health, it’s now. But if individuals aren’t seizing the moment, who can change the trend? As one of the largest purchasers of healthcare in the U.S., employers have the power and influence to improve their employees’ health. 

In today’s climate, self-care, wellbeing, and prevention are necessities that can be leveraged to encourage workers to form positive behaviors, live healthier, happier lives, and feel more engaged and supported at work. Employers should be thinking beyond traditional healthcare and insurance plans when they think about benefits. To meaningfully improve health outcomes, employers need to better and more holistically understand how people are making health decisions and provide them with whole-person support. Employees and job hunters alike want companies that strive to understand them and provide effective, customized health and wellbeing support rather than one-size-fits-all programs.  

So, what’s the solution? 

Humanize the Employee Experience 

Only 20% of workers surveyed in a recent Ipsos poll strongly agree that their employers genuinely care about their health and wellbeing. That’s distressing, but it also presents an urgent opportunity. Employers should find out, “Who are our employees?” By better understanding them, they will identify individuals and populations with specific health needs and can design programs to meet them where they are. Investing resources in personalized support early and often leads to better health outcomes, lower costs, and greater organizational synergy.  

There are five forces that shape how employers should deliver benefits that improve health outcomes: 

1. Employees expect, need, and value programs that support whole-person wellbeing. 

2. Digestible information is crucial for an overwhelmed workforce. 

3. Personalization is critical, from communication preferences to goals and likes/dislikes. 

4. Mental health, DEI, and psychological safety must be central to company culture. 

5. Results matter – an effective program must demonstrate clear outcomes. 

The Ipsos survey found that when employees were offered benefits programs that were optimized to their personal preferences and health journeys, they were much less likely to report things like burnout, poor work-life balance, or high employee turnover as major issues compared to those who had more beginner-stage or basic benefits programs. Fifty-two percent of those with beginner programs reported burnout as a major workplace challenge. But when benefits were tailored to their personal needs, that number dropped to 24%.   

Employers must rethink the employee experience with a people-first approach and respond to the workforce’s needs, not vice versa. Employers should also review the numbers and examine the prevalence of wellbeing risk factors, identify the largest cost drivers, and then develop strategies and meaningful incentives that encourage healthier habits.  

Don’t Underestimate the Importance of Communication 

Many employers look to wellbeing programs to reduce employee health risks and flatten the benefits cost curve. Employees value these programs, but poor communication contributes to underwhelming participation. If employees are saying, “Wow, I didn’t even know we have this program,” there is a problem. Basic plan communication isn’t cutting it. Only 17% of workers say that they receive regular communication from their plan that helps them understand how to use their company and health benefits.  

Another communications wrinkle is the challenge of an increasingly diverse and multigenerational workforce. Companies may have as many as four generations coexisting, from Baby Boomers to Generation Z, all with different communication preferences.  

To keep benefits at the forefront – especially among potentially overwhelmed workers who want to feel supported – employers should consider the type of information they’re sharing, avoiding information overload and minimizing confusion. Culture ambassadors can help get the word out, using an empathetic, relatable approach. Consider asking people what they need ahead of time, so the information is well-received, and be sure to discuss benefits multiple times so it “sticks.” Finally, look at your data to know where to double down on success and where to improve. 

Improve Transparency and Ease of Decision-Making 

Providing employees with greater transparency and ease for making decisions about their health and accessing care can significantly improve outcomes and reduce the employer cost burden. Typically, transparency is employee-driven: they ask for details on benefits, providers, costs, logistics, and other variables. But it’s impossible to be fully transparent with the workforce without leadership commitment and investment – and that often comes in the form of technology.  

Organizations need personalized solutions that remove accessibility and affordability barriers and empower employees to confidently move forward with healthy habits. The most effective solutions connect data, people, and technology in a unifying experience that drives outcomes across the care continuum.   

Today’s workforce wants personalized benefits, work-life balance, and a sense of inclusion and purpose at work. Tailored, motivational experiences and benefits that are optimized to address individual preferences and health needs will result in meaningful behavior change and stronger cultures. There is no business without its people, so it’s up to employers to look inward and enact a comprehensive, people-first wellbeing strategy. By supporting whole-person health employers can cultivate a stable, healthy, and loyal workforce.  

Chris Michalak has had a 30-year career focused on the health and human capital industry. As the CEO of Personify Health, he combines passion with purpose, helping businesses optimize investments in their members while empowering people to more deeply engage in their health. 

The post <strong>3 Ways Employers Should Be Up Leveling Their Health and Wellbeing Programs </strong>  appeared first on HR Daily Advisor.