Tailoring Benefits to Employee Needs

New Year reminder: your employees' and co-workers' nutrition, exercise, and sleep habits are none of your concern. Please don't do a health-related challenge in 2025. No Steps Competitions. No eating healthy seminars. No weight-loss challenge (truly the worst of them all). Should you want your employees to be healthy and happy? Absolutely! Here are some actual things within the scope of HR/leadership that can move the needle on employees' health: - Medical plans that cover nutritionists, weight-loss medications, sleep studies, specialists, and therapy appointments - Plenty of sick time and a culture where it's expected you won't come to the office sick - On-site flu and COVID vaccines - Wages that keep up with the cost-of-living so families can afford healthy groceries - Stipends for wellness activities and a broad policy on how those can be used (i.e. on more than just a gym membership) - Generous paid leave policies for medical needs, including mental health treatment - Flexible scheduling and WFH arrangements; it's really hard to go for a jog after work when it's dark by 5 p.m. What would you add to this list?

We've all seen them: those generic work excuse notes. Here's the thing: they often fall short of what employees truly need. What if we offered more than just a piece of paper? Here's how companies can truly support their teams facing life challenges: ⚫ Family Loss: Going through a loss? A few days off isn't enough. Offer extended leave and a flexible return plan to ease the transition back to work. ⚫ Miscarriage: This isn't just a physical issue. Provide generous leave, access to grief counseling, and understanding during this difficult time. ⚫ Child's Hospitalization: Medical bills don't disappear with a get-well card. Consider extending healthcare support and covering unexpected costs. ⚫ Chronic Illness: "Feel better" just doesn't cut it. Offer ongoing adjustments to work roles and schedules to create a sustainable work environment for employees with chronic health conditions. ⚫ Financial Stress: Financial worries are a heavy burden. Explore emergency financial assistance and flexible pay options to alleviate some of the pressure. ⚫ Burnout: A quick break isn't a solution. Offer mandatory time off, access to wellness resources, and address the root causes of burnout to prevent future issues. ⚫ Workplace Bullying: Policies are a start, but take action! Enforce strict anti-bullying rules to create a safe and respectful work environment. ⚫ Returning Parents: Re-entry is hard. Support them with a gradual return schedule and flexible hours to help them adjust. ⚫ Injury Recovery: Focus on security, not just recovery. Protect their job and adjust duties as needed to ensure a smooth return to work. ⚫ Caring for a Sick Child: Shouldn't be a choice between family and work. Offer guaranteed leave with job security to alleviate stress and allow them to focus on their child's well-being. ⚫ Eldercare: Taking care of aging parents takes time. Show flexibility and understanding towards their eldercare responsibilities. ⚫ Mental Exhaustion: Rest isn't enough. Offer structured mental health breaks and support programs to manage stress and promote emotional well-being. ⚫ Personal Trauma: Healing requires support. Provide access to professional therapists and recovery groups to help employees navigate difficult experiences. ⚫ Disability Needs: Accessibility is more than ramps. Regularly assess and adjust the workspace to meet individual needs and ensure everyone can thrive. ⚫ Workplace Safety: Safety isn't an afterthought. Implement and enforce strong safety measures to prevent injuries in the first place. We can do better than shuffling paperwork. Let's stand by our teams, not just oversee them. By prioritizing employee well-being over policies, we create a win-win situation for everyone. A happy, healthy, and supported workforce is a productive and successful workforce. What are your thoughts on supporting employees through life challenges? Share your experiences in the comments! #empathy #worklifebalance

Today marks an important day for PNC and for our Organizational Financial Wellness group as we we released the findings from our inaugural Financial Wellness in the Workplace Report 2023: What Employees Want (and Need). Based on survey data and in-depth interviews with ~1,500 workers and employers at companies across the country, this study helps us better understand the financial health perspectives of today’s workforce and how #TeamPNC can help improve consumer financial wellness. A couple of key findings from the study highlight the challenge facing employees: 1️⃣ 90% of employees surveyed say they are negatively affected by inflation 2️⃣ 87% of employees worry about their personal finances on the job 3️⃣ 45% feel financially unprepared for the future, and most have no concrete plan to fix it 4️⃣ 78% have not worked with a financial planner in the last three years In response to these findings, we believe among other things, employers should consider: Offering financial wellness benefits including sessions with financial advisors to their team members Increasing retirement plan participation through use of matching contributions and better plan awareness Adding emergency savings accounts to benefit plans For employers interested in learning more, our Organizational Financial Wellness team, led by Matt Evans and Kaley Keeley Buchanan, are here to help! Check out the rest of this year’s findings here: https://lnkd.in/enRKcPXZ

It doesn't matter how amazing your benefits package if your team doesn't use it. I've learned that what I value might not be the same as what my team values. As I shared on Episode 136 of "Build to Enough," at Little Fish, I've implemented unique benefits that make my employees feel valued while also recognizing that they are human. For example, I offer "Sick and Sad Days"—time off that isn't counted against anyone if they're sick or just can't do it that day. I wanted to ensure they have room to take time off when they aren't at their best. We also close for five weeks out of the year: one week during spring break for tax season, one week at the end of summer, and two weeks at the end of the year. These breaks are automatically built in and fully paid for everyone. We offer flexible work hours with some overlapping core hours, but they can work at a time that suits them best. Plus, we have an annual all-expenses-paid company retreat, a 401k match, and internet reimbursement. Now, I didn't start with all of this. Bit by bit, I figured out what made the most sense for the business and what the team actually wanted. If you're looking to develop a benefits package that truly supports your team, here are some steps to consider: 1. Assess your team's wants and needs - Ask them what they value and what perks would make a difference in their lives. 2. Prioritize core benefits - Focus on essentials like PTO, health benefits, and retirement plans, but don't forget to explore other perks. 3. Research your options - There are many health and retirement plans available for small teams. Do your homework to see what will work best for your team (and your budget 😉 ). 4. Consider supplemental benefits - Look for inexpensive perks that have a significant impact, like flexible hours or remote work options. 5. Maximize your budget - Allocate a specific amount for benefits and make the most of it. Seek group buying opportunities and tiered benefits to offer more without overspending. 6. Review and adjust regularly - Benefits aren't a set-it-and-forget-it deal. As your team evolves, so should your benefits package. Creating a benefits offering that truly supports your team not only helps retain your current employees but also makes your company a place where people want to work.

The National Vital Statics Report on U.S. birth trends has been released. This year has shown a decrease in overall birth rates, with significant patterns in age-specific fertility and prenatal care dynamics. Such insights not only shed light on public health strategies but also provide a crucial lens through which employers can enhance workplace policies. Key findings: -A decline in the general fertility rate and specific decreases across different age groups. -A notable reduction in early prenatal care and smoking during pregnancy. -Changes in delivery methods, including a slight increase in cesarean rates. -Stability in Medicaid as a primary source for delivery payments, indicating the ongoing importance of supportive healthcare policies. Employers play a pivotal role in supporting the workforce, especially expectant and new parents. Here are 10 strategic solutions that can be implemented to foster a supportive work environment: 1- Flexible Working Hours: Adapt work schedules to accommodate prenatal appointments and postpartum needs. 2- Remote Work Options: Provide options for telecommuting to help manage pregnancy-related fatigue and doctor's visits. 3- Extended Parental Leave: Offer more generous leave policies to support parental bonding and childcare. 4- Fertility Benefits: Enhance healthcare coverage to fertility care. 5- Onsite Childcare: Establish or subsidize childcare facilities at or near the workplace to ease the burden on working parents or increased daycare funds. 6- Employee Assistance Programs: Offer programs that provide counseling and support for prenatal and postnatal care. 7- Education and Training: Conduct workshops on family planning, prenatal health, and parenting to educate employees. 8- Support for Breastfeeding Mothers: Provide private, comfortable spaces for breastfeeding and allow breaks as needed. 9-Return-to-Work Programs: Create phased return-to-work options for new parents to ease the transition while maintaining career trajectories. 10- Wellness Programs: Implement programs focused on maternal health and stress management to support overall well-being. As we move forward, understanding and adapting to the evolving demographic trends will be key in crafting effective corporate policies that align with the needs of a diverse workforce. What is your organization doing to support families? List it in the comments ⬇️ #employeebenefits #parentalsupport

If you're serious about retaining and growing your working parent talent, childcare benefits aren't a nice-to-have; they're a strategic imperative. The reality for millions of employees right now is that the lack of affordable, reliable childcare is a massive barrier to productivity, career progression, and even simply showing up to work consistently. When parents, particularly mothers, struggle with childcare, it directly impacts their mental bandwidth, creates immense stress, and often forces them to step back from their careers or leave the workforce entirely. This means companies are losing experienced, valuable talent – and incurring significant replacement costs – not because of performance, but due to external life demands. By offering robust childcare support – whether it's on-site facilities, subsidies, stipends, or even robust dependent care FSAs – organizations are making a direct investment in their workforce. It signals an empathetic, human-centric culture that understands and supports the whole employee. This isn't just about retention; it's about enabling career growth, fostering greater diversity, and ultimately, ensuring your best talent can thrive without constantly battling an impossible work-life equation. Prioritize childcare, and watch your working parent talent flourish. #ChildcareBenefits #WorkingParents #EmployeeRetention #TalentStrategy #HRLeadership #FutureOfWork

Are you planning any workplace wellness activities to kick off the new year? One of my newsletter subscribers recently asked me, “Our employees want us to highlight healthy lifestyles, perhaps by launching a ‘step challenge’ or hosting a 5K. While I love these ideas, we have some employees who use wheelchairs. For example, I struggle with organizing a step challenge because I feel this is not inclusive to everyone. Am I overthinking this? Or do you have suggestions that meet the ask but are inclusive to everyone?” I immediately contacted my friend, workplace wellness expert Laura Putnam. She recommended thinking about the various dimensions of wellness when designing programs. These include physical, emotional, social, financial, career, and community needs. By offering options in these categories, you’ll be more inclusive by design. With her guidance, I then researched possible activities. Here are some ideas: - Physical: Organize a “workout streak,” asking employees to record the number of days in a row they’ve done some workout—cardio, yoga, weights, stretching, or anything they define as a workout. Or arrange “stroll & roll” groups for breaks, ensuring paths are wheelchair-accessible. - Emotional: Designate an “Unplug at lunch” day, committing not to use your phone or devices and enjoying silence or talking with coworkers. - Social: Create a “Get to Know Each Other” week, with prompts to encourage coworkers to find personal connections. - Financial: Provide financial planning or budgeting classes. - Career: Host sessions to demystify the promotion process or other career-related topics. - Community: Organize a donation drive for items that a local non-profit needs. Then, once you have some options, let people design their wellness goals and choose activities that make sense for them. P.S. A few years ago, Laura and I collaborated on a thought paper titled "50 Ways You Might Have Wellness Privilege at Work" (https://lnkd.in/gBGfzhqv). It explores why wellness and inclusion should be considered holistically, with practical actions to take to improve workplaces everywhere.

According to a new Gallup study, almost half of those who have recently resigned from your organization were 100% willing to consider staying.   If you'd done something about it.   Like what?   💸 Make compensation changes based on active and regular market reviews and employee performance   🏆 Reward high achievers with accolades, promotions, bonuses - and a simple show of gratitude   ⏱️ Allow for remote work, provide additional time off, consider reduced workweeks, to ensure they can balance the demands of their personal lives and prevent burnout   🎓 Provide opportunities for skill growth through access to training and mentorship   🤝 Get to know your employees as people, not just workers, to build relationships and connections   🎙️ Actively solicit (and actually listen to) employee feedback   When you design an intentional #employeeexperience that increases your people's belonging, it not only accelerates your organizational performance, it also builds connection and loyalty between employees and employers, reducing the chances of turnover. WIN-WIN #employeeengagement #iamtalentcentric

Employees aren’t just worried about returning to the office. 𝗧𝗵𝗲𝘆’𝗿𝗲 𝘄𝗼𝗿𝗿𝗶𝗲𝗱 𝗮𝗯𝗼𝘂𝘁 𝗵𝗼𝘄 𝘁𝗵𝗲𝘆’𝗹𝗹 𝗮𝗳𝗳𝗼𝗿𝗱 𝗶𝘁. Childcare and elder care costs are a huge hurdle for many employees. We talk about flexibility and work-life balance. What happens when care isn’t affordable? As HR professionals, we’re often caught in the middle. We’re implementing policies while trying to support employees through real challenges. If childcare or elder care is a major pain point, here’s what we can do: ✅ 𝗦𝘁𝗮𝗿𝘁 𝘁𝗵𝗲 𝗖𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻 Make it easy for employees to share their challenges. Try surveys or 1:1s to understand their needs. ✅ 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗲 𝗕𝗲𝗻𝗲𝗳𝗶𝘁𝘀 Does your company offer dependent care FSAs? Could your company offer a childcare stipend or reimbursement program? ✅ 𝗣𝗿𝗼𝗺𝗼𝘁𝗲 𝗙𝗹𝗲𝘅𝗶𝗯𝗹𝗲 𝗢𝗽𝘁𝗶𝗼𝗻𝘀 For employees juggling care, flexibility isn’t a perk. It’s a lifeline. Hybrid schedules, flex hours, or remote Fridays help. ✅ 𝗦𝗵𝗮𝗿𝗲 𝗥𝗲𝘀𝗼𝘂𝗿𝗰𝗲𝘀 Employees don’t always know what’s available to them. Point them toward local care resources, company benefits, and external support programs. ✅ 𝗔𝗱𝘃𝗼𝗰𝗮𝘁𝗲 𝗜𝗻𝘁𝗲𝗿𝗻𝗮𝗹𝗹𝘆 Supporting employees often means sharing their concerns. Bring their challenges to leadership. Share real stories (anonymously) that highlight the impact of these challenges. Affordable care isn’t just an employee issue—it’s a business issue. When employees are stressed about care, it affects engagement, productivity, and retention. What creative solutions has your company implemented? Please drop your ideas in the comments. 👉 If this resonates, share this post with your network. ♻️ I appreciate 𝘦𝘷𝘦𝘳𝘺 repost. Want more HR insights? Visit my profile and join my newsletter for weekly tips to elevate your career! Stephanie Adams, SPHR #Adamshr  #Hrprofessionals  #humanresources  #HR 

When it comes to tackling employee attrition, the first step is to ground decisions in data. The Work From Anywhere partnership with Mercer breaks this down. In the Global Talent Trends survey, Mercado Libre used AI to analyze their entire benefits stack, pinpointing gaps based on what benefits employees were actually requesting. Mercado Libre: *Identified a benefits gap among software engineers. *Using AI insights, they launched a targeted “work-from-anywhere” program for that specific segment. *Within about a year, voluntary attrition dropped from 14 percent to 4 percent. 74% of those engineers now plan to stay with the company for more than three years. That’s a dramatic shift, but it’s not unique to Mercado Libre. An example is Spotify. After rolling out their own data-driven Work From Anywhere policy, they saw attrition fall by 15 percent in just one year. What these case studies show isn’t just about perks or programs. It’s about using AI to uncover where your people feel underserved, and then designing benefits that directly address those needs. To quote John Lee, CEO of Work From Anywhere, "The biggest saving isn’t just in dollars or time. It’s in retaining the talent you already have." If you’re still designing benefits based on hunches or outdated benchmarks, here are 3 questions John recommends to get you started... 1) How are you currently collecting and analyzing employee feedback on benefits? 2) Have you segmented your data by role, department or tenure to spot hidden gaps? 3) What tools, including AI or people-analytics platforms, could help you forecast the impact of a new program? I’d love to hear: how is your organization using data to reshape benefits and drive retention? Share your experiences below, and add WFA below for a link to the Global Talents Trends Survey. More clips from the latest episode of Progressive HR with guest John Lee coming soon.