In a world where remote work and other flexible work opportunities are on the rise, particularly as employees seek work-life balance, HR leaders mustn’t forget about employees’ social well-being, writes Matthew Jackson, vice president of client solutions at Thomsons Online Benefits.
Flexibility is the new normal at many organizations. Digitization has enabled the creation of the gig economy, as well as a host of new remote working opportunities across a broad spectrum of employers. This has transformed us from a nine-to-five structure into a work-anywhere-and-anytime economy. This transformation has clear work-life benefits, but it also comes with a critical sacrifice: a general loss of social connections at work.
Online tools make it easy to communicate with colleagues in or out of the office, but the in-person social connections – common to the workplace for many decades – are in decline. This can put a strain on any individual, particularly those who primarily work away from a traditional office. Humans are innately social, so connecting with others fosters positive mental health, engagement, and productivity.
To counter these challenges, employers should look for ways to nurture employees’ social well-being, which can have an impact on both employee health and the organization’s bottom line. Employee benefits are an invaluable way to accomplish this, as they support employees’ well-being and make them feel valued, no matter where they work.
How to Help Your Employees Stay Connected, Wherever They Are
Employees need to feel connected and valued in the workplace. As more jobs move online, our research highlighted just how much people value social well-being benefits versus those that support financial, physical, or even mental health. 63% of employees would appreciate monthly company lunches that gave them the opportunity to network versus 55% who are interested in emergency loans from their employer.
The desire for social benefits is particularly pronounced among younger workers between the ages of 18 and 24. Flexible work will be the norm for future generations, born and raised in a world of smartphones and tablets and constant online connectivity. For them, social benefits – such as company lunches – will be a crucial differentiator when it comes to selecting an employer.
Make a connection
Hosting lunches bring staff together. Also, there are many ways for employers to engage and unify their teams. When implemented correctly, social benefits are easy to deliver and relatively cost-efficient
Some employers may opt to host a company-wide success celebration. Others could offer charity days that allow groups of colleagues to donate their time to a good cause. Regular after-work socials are another option, providing staff with a chance to connect in a relaxed environment.
Whatever you choose, the important thing is to keep your social benefits as relevant and meaningful as possible. Employees won’t fall for gimmicky, high visibility benefits that might sound good on paper but don’t provide an opportunity for meaningful social connections. For example, just 37% of people surveyed are interested in having puppies at work, but more than half would like to see success celebrated in their office.
Use technology as an essential component
Just as technology has allowed more employees to work flexibly, at any time and from any location, it also has the power to enhance social well-being initiatives. For example, organizations could send email blasts to inform their staff about upcoming social gatherings at work, and benefits portals are a great way to promote opportunities to socialize.
Data-driven insights are another essential component. Data on uptake and engagement levels provide a clear indication of which each employee group values benefits. There may be differences in preferred benefits across demographics, business units, and locations. With that insight in hand, organizations can tailor their social interests to individuals. Employee feedback is also necessary to ensure their needs are being met at all times.
Don’t Ignore the Importance of a Social Connection
Now more than ever, HR leaders need to make sure people feel socially connected at work. With a robust social offering – one that’s well communicated and satisfies employee needs – organizations not only differentiate themselves in a competitive job market but also improve overall employee well-being. The results will speak for themselves: higher employee engagement, increased productivity and loyalty, and a tangible positive impact on the bottom line.