What Employees Expect Benefits to Look Like in the New “New World of Work”

Not long ago, organizations moved from offering their employees standard benefits such as dental coverage or a 401(k) plan to providing more creative, quality-of-life perks like personal trainers and fully-stocked snack bars. In addition to traditional benefits packages, companies upped the ante with these additional perks designed to enhance the employee experience.

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Today, employees expect even more than an accessible workout routine or bagels in the breakroom. In a post-pandemic world, companies need to put inclusivity, professional development, and self-care at the top of the list. As we enter the new “new world of work” following the COVID-19 outbreak, here are three “perks” organizations should consider implementing to improve the employee experience.

1. Practice Diversity and Inclusion as a Core Value

In the midst of ongoing marches and a collective embrace of what the Black Lives Matter movement stands for, calls for equal opportunity and more equity in upward mobility have become more prominent. Sixty-seven percent of job seekers say a diverse workforce is one of the most important aspects they consider when evaluating job offers.

Virtually every business leader knows their workplace should be diverse, but more need to make the necessary strides towards making it a reality. In fact, 57% of employees think their company should be doing more to increase diversity among its workforce. Diversity and inclusion initiatives are now an expectation, and members of today’s workforce want to be part of organizations that are fostering the change they want to see in the world.

While a diverse and inclusive workplace starts with your approach to hiring and recruiting — activities best embraced through a skill-based lens — initiatives like D&I roundtables, inclusive employee networks, and diversity training will make a significant impact on your company’s overall approach to creating a truly diverse and inclusive workplace.

2. Expand the Aperture on Learning and Development

Employees today are more likely to gravitate towards organizations that offer learning and development opportunities. Eighty percent of millennials, now the largest segment of the workforce, agree that the opportunity for growth is the “most important quality of a company’s culture.”

With the speed of evolution of technology today, the growing need for reskilling and upskilling our workforce has been laid bare. By 2022, at least 54% of the workforce will need significant re-training. That number may be even higher in light of the labor market disruptions brought on by the COVID pandemic.

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With such an emphasis on the need for learning and development, companies must make L&D opportunities easily accessible for their employees. Organizations can move the needle by offering employees the opportunity to develop, learn, and grow in their roles through:

• On-the-job training: We’ve already established that your employees are eager to learn, but expecting them to commit all of their time to develop their skills outside of the office is unrealistic. Your employees need time to grow in their roles while on the job so consider setting aside time for your team to tackle their training in the office or on work time, even if it is independent professional development they seek out themselves.
• Digital credentials: Pairing your learning and development initiatives with a verified digital credential is not only an opportunity for your employees to showcase their skill set, but it demonstrates your commitment to their growth. Organizations that include digital credentials in their training programs are more likely to see an increase in employee engagement, retention, and satisfaction.

3. Embrace Mental Health as an Essential Benefit

The discussion around mental health has evolved over the last few years. What was once a taboo topic has developed into an open conversation among employees and employers alike. When one in five Americans suffers from a mental health condition, the workforce needs to know they can rely on their employers for support.

Unfortunately, less than a third of people feel comfortable talking to their managers about their mental health. Organizations must champion mental health benefits and activities in the workplace. Normalizing attention to mental health and investing in proactive measures and care allows employers to create an environment where employees are not only healthier, but more productive, better engaged and happier at work.

Consider offering your employees free counseling, access to mental health resources, or a more flexible work schedule. Make self-care more than just a buzzword around the office; make it part of your company culture and model it yourself.

Offering perks targeted to the well-being of your people ensures a better employee experience. While your employees might enjoy free-lunch Fridays, what will really win them over is your commitment to creating a workplace focused on diversity and inclusion, professional development, and self-care. In doing so, your organization can lead the charge towards the new world of work.

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