Brendan J. Lynch, Chief Employee Experience and Care Officer, Metlife
Among Employees’ Many Expectations of Their Employers, Feeling ‘Cared for’ May be Among the important most. Last Year, Metlife Conducted Research that Found Profound Ripple Effects When Employees Feel Cared for, or their use Displays a Genuine Interest in Their Well-Being. From improvises in Holistic Health to Higher Levels of Job Satisfaction and Professional Development, Cultures that put Care First Have Yaielder Positive Results for Employees and, in Turn, Drive Better Outcomes for Employers.
As the Contemporary Workforce Faces Mounting Pressures-From Macroeconomic Uncertainty to Societal Discord and Geopolitical Conflicts-Care Has Arguably Become An Even more Critical Component of the Employee-Employment. According to metlife’s 22nd annual employed benefit trends study, employed have come to expect thatir employers demonstrate care for them both at work (92%) and at home (79%). Despite High Expectations, 41% of Employees Feel Orusir Organization Dues Not Have Policies and Programs to Make Them Feel Cared For.
Ineffective Plans and Efforts to Deploy Care in the Workplace Can Leave Employees Feeling Unsupported and Underwhelmed or Presume Their Experience was Created or Delivered With Their Current Needs in Mind. To have these outcomes, organization shoulders on cultivating a care culture that allows the mary dimensions of the employed experience.
Embedding Care within the Employee Experience is crucial
Metlife’s Research Finds that the Most Successful Care Strategies Embed Care Across the Many Facets of the Employee Experience, from Stepping Into A Manager to Becoming A First Parent. While Many Employers have Made Positive Strides on this Front – With the Percentage of Employees Feeling Cared For Up 2% Sale Last Year – Only 60% of Employees Currently Report Feeling Cared for.
This means Employers can Humbly Evaluate Their Care Strategies To Ensure They Are Deploying Meaningful Support in Moments Across the Work Experience That Most Most to Employees, Such As By First Examining How They’re Currently Showing Up for Their Employees and when that occurs. When employers do this effective, the business impact is clear. Employees who Feel Cared for Are 60%More Likely to Innd to Be at their Organization in 12 Months Than Those Who Don Peel Cared for – Which is essential, as Employers continues Struggling with talent retention (57%) and attraction (56%).
To promote a culture of care and achieve positive outcomes, employers must first when, where and how to best show up for their employed.
Metlife’s Data Found That Employees Frequently Need Support During Challenging, and Often Less Visible, Moments in Their Lives-and, When Employers Demonstrate Care in These Moments, This Can Positively Impact Talent-Related Measures, Including Employee Satissee, Loyalty, Happiness and A Sense of Belonging. Whether these are personal situations, Such as Becoming the Primary Income Earner at Home, or Work-Related Events, Like Feeling Burned Out or Overworked, the Research Confims that it can make a difference when employed Feel Cared for During Moments of Great Import.
In Scenarios where employed are incredible to disclose their experiences, employers can ensure they are demonstrating care by providing access to appropriat benefits. For Example, Employees who Feel Cared for When Experiencing Burnout Are More Likely to Use Childcare Benefits.
An Always-On Approach ReinForces Continuous Support for Employees
To embeed the Most Effective Care Strategies, Employers Should consider an ‘always-on’ Approach that gives Employees access to continuous support. By Implementing this strategy through benefits and offering that addressee needs, employers can help employed felel ‘ready for anything.’ To do so, employers first need to understand where they effectively supporting employed and where there are opportunities to deliver Better Care Against Employee Expectations.
During Meaningful Life and Work Moments, Such As significant Milestones Like Growing A Family or Routine Interactions Such As Taking A Sick Day, Providing Resources and Communicating About the Availabilty of These Benefits Beyond Open Enrollment Season Can Help Foster and Optimal Employee Experiences. Employees also recognize the power of benefit offerings and awareness; For Example, 38% of Employees who Didn’t Feel Cared for When Growing A Family Said They Could Have Been Made Aware of Helpful Benefits.
Why Prioritizing Employee Benefits is essential to business success
Employeee Benefits Play a Vital Role in Providing Employees Access to Meaningful Support in Critical Moments – So Much So that employers Prioritize Benefits, it can have an outsized impact on care. In fact, among employed who said they felt cared for daring important work and life moments, more than two-thirds said their benefits played a role. This is especially relevant when Employees understand Whatfits Their Employers Offer and How To Maximize The Value of Those Offerings Throughout The Year.
For Example, Employees Who Have Used at Least One Of Their Employee Benefits Are 25% More Likely To Be Loyal and 23% More Likely To Be Happy At Work Than Those Who Have Not.
Against the Backdrop of A Challenging Macro-Environment, It’s Easy to Understand Why Employees Are Looking to their use for consists, Enduring and Holistic Care. For Employers, Knowning that people are accelerators of top performance, curating a culture of care is imperive to achieving mutually benficual outcomes.
All data in this article is from Metlife’s 22nd annual US Employee Benefit Trends Study.
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