Benefits Think

Serving clients today requires creativity and innovation. It’s about being resourceful in how and when you connect with clients, because we all want to feel connected right now.

As with all disruption, however, we now have the opportunity to adjust our structures, mindsets and ways of working to emerge from the crisis stronger than ever before.

Seventy five percent of employers reported being directly affected by opioids, often as contributing to workplace accidents, lost productivity, staffing issues, missed workdays, and increased care and leave costs.

Including health benefits in your employee experience efforts will show employees that your entire people strategy is built around supporting and equipping them to thrive.

Major depression is just one of hundreds of conditions where employers struggle to improve outcomes and costs.

Transparency around compensation is key in closing the gender pay gap, and thus the retirement income gap for the future, as it creates accountability for employers and trust with employees.

Organizations addressing the post-pandemic return to work will be required to assemble teams of specialists in safety, security, HR and risk management to aid in the challenge.

Companies should adopt strategies from across three different categories — screening and testing; workplace policies and design; and health and healthcare access when planning their workplace return.

Employee mental health is vital to a company’s performance, but the pandemic is worsening wellness as time passes and long-term effects compound, driving more insomnia, stress, anxiety, depression, and post-traumatic stress.

When employees feel the pressure to deliver better results in a short amount of time, they are less likely to attempt riskier innovations.