14 Jan 2021

How Covid-19 has rebalanced employees’ priorities and what that means for employers' strategies

Covid-19 has seen many aspects of life changed, both professionally and personally, for countless individuals. With such a dramatic shift, it comes as no surprise that people’s worries and priorities have also changed. Following mass redundancies, business closures and a looming recession, many are now facing further uncertainty around their financial future as we enter our third national lockdown.

Re-evaluating what matters

With mental health being such a key issue in recent years, it’s now more important than ever to ensure the right actions are being taken to support the mental wellbeing of your employees. Many are feeling trapped at home, juggling childcare with work or facing the prospect of surviving on a reduced income, which can all take a toll on our minds.

The CIPD Health and Wellbeing at Work Report (2020) found that just under a quarter of businesses cited caring responsibilities for children to be one of their top causes of short-term absence, highlighting the importance of providing effective and practical support to help employees tackle the issues that matter to them in the current climate.

Delivering a robust wellbeing package

A research study from Unum found that 86% of UK employers are changing their approach to employee health and wellbeing in light of the ongoing pandemic. Given the increasing prominence of employees’ health and wellbeing concerns, it’s vital to identify whether existing offerings meet their current and future needs.

More expensive options may need to be replaced by cheaper alternatives, such as retiring private medical insurance cover in favour of a health plan or Employee Assistance Programme (EAP), which can support several aspects of wellbeing. Selecting providers with video services, such as 24/7 GP appointments or physiotherapy triage, can also provide much-needed guidance while working remotely, but will also continue to retain their value as we plan for life beyond lockdown.

Boosting employee engagement through effective communication

No matter what your reward and benefits package may look like, you’ll need to communicate it to get the greatest return and maintain employee engagement. Highlight and signpost to relevant areas of the offering, such as counselling and advice services, or prescription delivery to create greater value. Many providers can provide support and marketing materials to help you.

Almost half of employers have implemented new procedures to align to the increase in working from home, according to Unum’s research. Video content has become the norm for businesses operating throughout the pandemic, and so webinars or video series can be an effective way to signpost employees towards additional support, or provide information to help them adjust to new routines and challenges. This also provides employees with an opportunity to learn how to access the services discreetly.

The power of management information

Another useful tool for future-proofing reward and benefits is management information. Take your EAP for example. Depending on the number of employees you have, providers are often able to deliver anonymous data which will inform you of the key areas your employees have needed help with, and how they have used the service overall. This can aid your business in taking meaningful and practical actions. By identifying the topics that impact employee wellbeing in your organisation, you’ll be able to develop a more targeted approach as part of your ongoing strategy, helping to ensure it remains relevant and effective in the years to come.

Looking to the future

Covid-19 has encouraged businesses to think outside the box when it comes to their rewards and benefit offering. To ensure you’re providing the right support for your employees during times of uncertainty and unexpected change, it’s vital to take a flexible approach to your wellbeing activities and provide consistent communication to keep them informed.

Regularly reviewing your current strategy and activities, and using the data available to you to better understand the needs of your employees, will enable you to tackle issues in a meaningful way and find the most effective solutions as we enter 2021 and beyond.

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This article is provided by Simplyhealth.