As more companies recognise the importance of investing in employee happiness, satisfaction and wellbeing, data has become even more crucial in shaping inclusive wellbeing initiatives.
Enhancing employee wellbeing has become increasingly crucial for companies aiming to both attract and maintain top talent. The Future Workplace 2021 HR Sentiment Survey found that 68% of senior HR leaders rated employee wellbeing and mental health as top priorities. And in the years since, the perceived importance of these kinds of inclusive wellness initiatives has only increased.
For employees themselves, many are on the lookout for employers who will support their mental and physical health. Deloittes 2023 WellBeing at Work survey found that less than two-thirds of employees are satisfied with their current levels of physical and mental wellbeing. This presents a prime opportunity for organisations to stay ahead of the competition by using data to analyse, promote, and adapt benefits that are key to employee happiness.
1. Analyse Whether Your Benefits Promote Wellbeing
More and more companies are realising the importance of benefits that support employee wellbeing. For instance, Gartner reported that 45% of wellness budget increases were distributed among “mental and emotional wellbeing programs.” By using data to analyse their current benefits offering, organisations can identify which wellness programs are being utilised vs the programs that have had little or no take-up. For instance, are mental health resources, wellness programs, or fitness classes most popular among workers? By understanding this, leaders can offer more of the specific wellness initiatives that employees are drawn to.
It’s not difficult to obtain this kind of data — you likely already have access to it, but just need the tools to monitor and analyse how benefits are used. To effectively analyse your benefits offering, consider surveying your employees about the benefits they would value the most. Additionally, you could use a digital platform to track the up-take of your existing offerings. This data-oriented approach has the potential to revolutionise benefit analysis, evolving it into a continuous conversation centered around inclusive wellbeing. By doing so, it showcases a commitment to fostering overall satisfaction and happiness across the entire company.
2. Promote Lesser-Used Benefits
Even the best-intentioned wellbeing programs can fail if employees are unaware of the full range of benefits available to them – secrecy is not the key here. Data can play a pivotal role in identifying which benefits are underused, which can then help organisations create targeted communication strategies that share the full range of benefits available and how to access them.
A 2021 study by BCG found that “almost 15% of employees globally do not feel included in their workplaces”. Targeted communication campaigns that raise awareness about overlooked perks can be a great way to spark engagement employees and inform them about everything you’re doing behind the scenes to continuously support their wellbeing. These communications might take the form of emails, seminars, or a dedicated platform designed to organise and present your array of benefits. For instance, Benify’s Communication Tool is designed to help organisations strategically communicate their benefits, ensuring employees are well-informed and engaged. This data-driven approach maximizes the effectiveness of messaging: creating a workplace culture that prioritises employee wellbeing.
Start by using data collection tools to identify if certain benefits are rarely used. This indicates that employees either aren’t aware of these benefits due to a lack of communication, or simply they aren’t interested in these benefits. Ultimately, this knowledge will allow you to improve your communication strategy or else allocate funds to more desired benefits.
3. Adapt Benefit Offerings to Fit Employee’s Needs
Employee wellbeing is not a one-size-fits-all concept, and employees actively seek out more customised benefits. For instance, a study by MetLife UK found that 50% of employees would accept a pay cut in exchange for more tailored benefits.
Recognising the diverse needs of a workforce requires an inclusive, data-driven approach to wellbeing initiatives. For instance, organisations can use data to analyse which benefits are used most by specific teams or by individuals based in certain regions. This knowledge allows leaders to adjust their offerings to the specific needs of their employees rather than just assuming what will work best for everyone.
Using data to make continuous adjustments to wellness programs ensures that you can maintain high satisfaction levels company-wide.
Building a Culture of Wellbeing with Data
According to a recent McKinsey study, there is a definitive link between performance and inclusion, meaning that to encourage productivity and success from employees, leaders need to focus on increasing a workplace that promotes inclusive wellbeing. When you analyse existing benefits, promote lesser-known offerings, and adapt to the diversity of the employee experience, your employees will recognise your dedication to their wellbeing.
Whether reviewed among teams or on an individual level, data helps leaders create a benefits strategy that aligns with on-going specific needs rather than offering a one-size-fits-all approach. While promoting a culture of wellbeing within your organisation, bear in mind the pivotal role of data in fostering an inclusive workplace environment that prioritises employee satisfaction and happiness.
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