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There’s nothing like a global pandemic to spark people’s interest in wellness and self-care. And while terms like these might feel like the topic du jour, there are some practical reasons to build wellness into your corporate culture.
The pandemic disrupted a lot of our customs, including our workplace culture. Instead of building relationships at the office, employees figured out how to do their best with digital tools. As remote working became the order of the day, virtual meetings, long-distance collaborations, and video social events became the new norm.
Amid a complex and ever-changing economy, any employee, even those in high-earning positions, might struggle financially. Financial difficulties can place a significant burden on individuals, affecting their life at work and at home.
Staying abreast of the amenities, perks, and general policies that attract jobseekers and boost employee retention should be among the top priorities of all employers. It’s also crucial for employers to remember that these attitudes among their workers and potential candidates can evolve as new technologies and solutions become more widely available.
Were you one of the many individuals that adopted a pet during the global pandemic? More than 23 million households in America took advantage of this opportunity for companionship and love during challenging and uncertain times.
Would you head back to the office if your employer was paying for at least some of your meals? That’s what’s happening in New York City. Free or discounted meals (43 percent) were the second most popular incentive employers offered behind social activities (50 percent), transportation subsidies (13 percent), and childcare services (10 percent).
There are no denying groceries are considered an absolute necessity.
If you manage the employees benefit programs at your company, you probably have been busy. That’s because 51 percent of workers have said their employers are adding benefits or increasing what’s available in the programs they already offer during the last part of 2021 and the first part of 2022.
The Great Resignation has created a labor market where employers need to compete for the best talent. The increase in competition means companies need to pay attention to recruitment and retention efforts when conducting strategic planning.
Optimizing employee engagement while also making your organization an attractive place to work for ambitious jobseekers often requires adopting new strategies and embracing new technologies.