Meet Ro, he is a 28-year-old business manager at a budding startup.
Although he enjoys his job, lately, the deadlines, constant pressure, and fewer breaks have left him with little time for himself.
One day Ro overheard his two colleagues Sam and Meera talking about therapy sessions that
Meera had recently started, and what a game-changer it had become for her. He joined in and learned that their company's health benefits cover employee well-being benefits, which include mental health programs as well.
Ro had little idea of the health benefits coverage their company offered. Curious, he logged onto his HSA account to unlock the employee well-being benefits and realized what he’s been missing all along.
The Hidden Gap In Employee Well-Being Benefits
Ro’s is not a one-off story. It is quite common as most employees either aren’t aware of the incredible HSA benefits or don’t know how to use and optimize them for better outcomes.
With this article here, we wish to educate and guide companies on how you can ensure better coverage for your employees offering them better outcomes on employee well-being benefits.
- Communicate the Benefits Clearly and Often
- Use different communication methods including email, Slack, WhatsApp, and posters across common areas and meeting rooms.
- Send personalized reminders to employees to use their wellness benefits efficiently.
- Feature employee testimonials in internal newsletters or meetings to inspire participation.
- Offer Customizable and Flexible Well-Being Plans
- Offer a range of wellness options to your employees to cover mental, emotional, physical, and financial well-being.
- Use AI-driven well-being experts like Abby to tailor and recommend benefits as per individual requirements.
- Conduct employee surveys to refine and improve the offerings.
- Focus on providing Mental Health Support
- Foster an atmosphere of open communication by normalizing communication around mental health.
- Provide access to webinars, therapy sessions, meditation apps, crisis hotlines, and more.
- Train your managers on mental health awareness so they foster a supportive work environment.
- Give Importance to Financial Wellness
- Offer financial tools such as access to webinars, counseling, and debt management programs.
- Implement savings and investment plans to support your employee's long-term financial health
- Partner with financial institutes to provide specialized programs.
Now let’s get back to Ro say after six months.
Ro starts his day with guided meditation, thanks to the financial workshop he is managing his financial health wisely, and he advocates and guides his colleagues to understand and optimize employee well-being benefits for better cover and outcomes.
He’s now happier with himself, his work, and all things in general and how does that affect his company? They see visibly reduced burnout, improved productivity, and a happier and healthier work culture.
How Can Your Company Optimize Employee Well-Being Benefits
First and foremost understand that employee well-being benefits aren’t about offering benefits or perks, it’s about enhancing lives. Because only when your employees thrive, your business thrives.
Besides providing your company with employee well-being benefits, make sure to take employee feedback, track the usage to identify underutilized programs, and make adjustments to optimize benefits for better coverage and better outcomes.
Disclaimer: The information provided in this blog or in any linked material is not intended and should not be considered a substitute for medical advice, diagnosis, or treatment. For holistic health advice and consultation, visit My Well Self
