The COVID-19 pandemic has not only changed the way people work, but also the way we value benefits.
But are the health benefits worth the investment? Gympass surveyed more than 2,000 benefit leaders to answer this very question, and the majority said yes. In fact, 90% of companies believe their profits will be positive.
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“The benefits conversation has slowly but surely moved from not being at the forefront of the benefits conversation to being more important,” she says. “When companies don’t prioritize happiness, it directly impacts their performance. [employees’] It is alive. ”
Martini emphasizes how essential wellness is to the workplace ecosystem and the overall employee experience both inside and outside the workplace. According to Gympass, 98% of HR leaders feel employee satisfaction has improved after rolling out wellness programs, while 85% see reduced sick leave usage as a result of benefits. I am aware of this.
“The better you sleep, the better your workouts will be. And the better your workouts are, the more motivated you are to eat healthier. That’s what it’s all about.” [leads to] “You need more energy to meet others at night and work on your social well-being. None of these pillars works in isolation, they all work together. It has a huge positive impact,” says Martini.
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At the end of the day, the best employees are those who have the time and energy to lead a fulfilling life outside of work, Martini points out, and employees embrace that mindset. He says his 93% of employees think benefits are just as important as pay. According to Gym Pass.
“If companies don’t pay attention to their employees and try to make them happier, healthier and more productive, their employees will find out and start looking for other jobs,” Martini said. he says. “Companies have no way out of this situation.”
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Martini advises employers to find out what their employees value and build benefits from there. But regardless of the company, Martini emphasizes that a good rule of thumb is to keep benefits as flexible as possible, allowing employees to choose how they care for themselves. She uses remote work as an example. An ideal policy would encourage employees to work wherever they want, whether it’s in the office or at home. Of course, this flexibility isn’t always possible depending on the job, but employers should provide accommodations when possible, Martini says.
“We know that no two journeys are the same,” she says. “Give people the freedom to pursue their own path.”
