A Healthier Work Force Pays Dividends

As we navigate the ever-evolving changes within our society, health is a topic that remains constant amongst organizations when it comes to their employees. Even so, organizations that review their past achievements and strategize for future success tend to succeed in terms of maintaining a healthy work force.  

The onset of a new year marks a pivotal phase and tends to be the perfect time for organizations to consider implementing new health initiatives that can aid in improving employee benefits. Whether it’s altering health plans provided to employers or bringing awareness to health initiatives, this process can look many ways. 

A way to start pushing things in a new direction is by looking at prior years’ experience and putting forth proactive strategies for the future by spotting trends that help reach the goal of a healthier workforce. The reason being that there is a ton of useful information that may go unnoticed and could be used to find blind spots for improvement or spot areas that may cause concern. 

For many employers, the predominant concerns tend to be cost management and care quality, especially with many organizations recently having gone through their annual enrollment periods and are looking to gain balance in these areas. Not to mention, the quest for balancing rising health-care and pharmacy expenses against the backdrop of inflation and other economic pressures seems to be a recurring theme. 

Mental health amongst employees is also a growing trend that isn’t and shouldn’t be taken lightly, as employees would appreciate seeing it made a priority. As organizations move throughout the year, the push toward expanding access to services that aim to address mental health is an essential component of overall employee well-being with a notable 70 percent of employers prioritizing access to mental-health services. 

Another notable trend is the rising costs of pharmaceuticals which in turn have promoted a call for greater transparency from vendors and pharmacies, especially as more individuals become eligible for medications like GLP-1s. 

With the rise of provider shortages and inflation, this serves as a useful way to deliver employees with price knowledge of the pharmaceuticals that they may choose to acquire. Finding a balance between cost management and ensuring value for employees remains crucial for organizational success. 

In response to these trends, and the broader issue of attracting and retaining talent, companies are also reevaluating their employee benefits strategies. By knowing what benefits are more sought after and useful, there can be a ton of time, money, and energy saved for the organization. 

A specific approach to strategic planning involves a comprehensive process of goal setting, data analysis, and setting expectations to ensure accountability from the employer. This type of planning is vital for crafting an annual roadmap that guides employers toward achieving their desired outcomes. 

Recognizing the uniqueness of each organization’s industry, people, and culture is fundamental to maintaining growth in all areas. Employers who seek to address employees’ specific needs early and consistently throughout the year help to unlock unique potential and promote a positive work environment. Combining the approaches mentioned opens the door for employees to reach their health goals and will deliver results that last a lifetime. 

The ever-evolving landscape of healthcare benefits and workplace design demands a proactive and strategic approach to ensure the well-being of employees. By drawing parallels with the predictable yet challenging cycles that occur, the lessons learned from each cycle prepare organizations to face challenges with renewed vigor and insight, and foster a healthier, more productive work force.