“Everybody held up signs with words they associated with her: gracious, sensitive, beautiful, thoughtful. “We dedicated a tree to her on campus and the parents came and we had a service for her,” said Gwinner. They invited her parents to the campus so they could honor their beloved colleague and friend. A woman on her own team passed away from cancer. She gave an example that was close to her heart. But it's because we literally care about you.” We're doing many things that don't have anything to do with company benefits. Here’s how Gwinner describes her priorities: “In addition to benefits, our priority is loving somebody through a difficult time-checking on them, calling them. That culture is due in large part to the deliberate approach taken by Gwinner, who is EVP and Chief Human Resources Officer. They wouldn’t share if they didn’t feel safe, and if a culture of sharing didn’t exist. don’t just happen to be people who want to share their lives with their colleagues and bosses. I feel the need to push back on one word: “fortunate.” The people who work for Chico’s FAS, Inc. Kristin Gwinner said that during our conversation and she was talking about their employees’ openness to share about themselves. “We are fortunate that we have people who want to share with us what's important to them.”
#Wellness articles for employee newsletters how to#
Their stories combine to show us how we can get to know people in ways that feel authentic and safe, and how to extend what we offer to expand benefits beyond the transactional, cost-center approach. Percy “Master P” Miller, Philanthropist, Businessman, Entrepreneur, Music Mogul and Founder of No Limit Records A philanthropist: investing in economic empowerment A healthcare system: RWJBarnabas Health in New JerseyĭeAnna Minus-Vincent, MPA, SVP and Chief Social Integration & Health Equity Strategist An NCI designated comprehensive cancer center, partnering with employers: City of Hope Kristin Gwinner, EVP and Chief Human Resources Officer I sought several perspectives for this exploration: You need ways to get to know people, ways to let people know it’s safe to share what they need to share in order for us to know them, and ways to offer flexibility and a range of options in order to be as personalized as possible. You don’t just need an updated list of new benefits and programs. The MetLife study found that nearly 3 in 4 employers believe employees are better off than they are, and that disconnect may lead to companies not prioritizing well-being as much as needed. That hampers our ability to provide the level of health and well-being support that employees need and value. We don’t know each other as individuals, and we don’t know what’s really going on in each other’s lives. Helping people feel safe enough with you to be vulnerable to ask for what they really need. Giving people ways to share what they really need.ģ. To achieve greater customization and new value-added services, you have to:Ģ. I like the optimism in those numbers, but I also know how hard these kinds of changes can be.
66% of employers are expanding the range of employee-paid benefits (voluntary benefits) offered (or intend to).74% of employers are offering more added-value services for employees, such as mental health programs or employee assistance programs (or intend to).75% of employers are enabling employees to have greater customization of their benefits (or intend to).
MetLife reports that employers are expanding the range and customization of benefits, improving communications around those benefits, and offering more added value programs. Nearly three-quarters (72%) of employees rank work-life management benefits and programs among their top five desired benefits to improve well-being.
Employee well-being is predicted to have the greatest impact on the workplace of the future (74%), followed by the ability for employees to work remotely (71%), and employee mental health, stress, and burnout (70%). Employee Benefit Trends Study 2021: “ Redesigning the Employee Experience: Preparing the Workforce for a Transformed World,” MetLife identified the top three factors that will affect the workplace of the future.
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