The Future of Work Series Part Three: Navigating Employee Expectations in an Ever-Changing World

Employee expectations are changing. Are you adapting? Here are the top three things workers are seeking in a post-pandemic workplace that you can implement today.

In part 1 of my series on the future of work, we covered how company culture is an employee benefit. Employee benefits have never mattered more than they do right now, and the selection of a partner to provide benefits to any business should be treated with more intentionality and purpose than ever before.

But it doesn’t stop there. In part two of the series, we tackled 3 megatrends in employee benefits: a holistic approach to healthcare, the growth of ancillary benefits (both established and emerging products), and digitally native benefits buying and administration going from a ‘nice to have’ to a ‘need to have’.

There’s a third crucial element emerging in the future of work and the role of benefits inside it. Companies have materially changed how they work in the past 2+ years as it relates to HR functions. (Remember open enrollment paper forms being passed out around the office? In-person lunch and learns about new employee perks?) Employees’ expectations have changed as well.?

Gone are the days of the standard 9-to-5 work week held captive in cubicles under humming fluorescent light fixtures. In its wake, employees have more freedom today than ever before to choose where and when they want to work. Studies conducted one after another have revealed a common theme: Working from home is more productive than being in an office setting. Companies unwilling to allow for some flexibility here could end up with a workforce quietly quitting.?

It’s more than a buzzword or niche phenomenon; ‘quiet quitting’ is a movement raising awareness about mental health and finding a healthy balance between work and life. At least half of the U.S. workforce is quiet quitting.?

How we work, communicate, and collaborate has evolved tremendously in the past few years and so have employees' expectations of an organization. Before COVID-19, salary would be the leading driver behind a job search. But now, people have new expectations about what’s most important to them.

Today’s job market is ultra-competitive; offering a 401(k) and basic health benefits is not sufficient to attract and retain talent – and to avoid quiet quitting.

Increased flexibility

It’s safe to say that remote work isn’t going away anytime soon. The ability to choose where and when to work is a growing priority for employees. The ‘9-to-5’ needs a reboot. In its place, give people the freedom to work during their best hours in a location where they can maximize productivity.

Employees expect businesses to offer flexible work arrangements, such as selecting their own start and finish times, providing more PTO days, and offering paid family leave, for a healthier work/life balance. At Beam Benefits, we ensure our employees have flexible scheduling, unlimited PTO, and parental leave to manage work and personal responsibilities.

Creative benefits

Burnout is real, and it could be costing your organization money. The pandemic has taken a toll on employees’ mental health and well-being, introducing new stressors, from working longer hours to handling more responsibilities at home. Companies can no longer entice workers with the status quo of basic benefits; expectations have changed.

There needs to be an emphasis on adopting a robust, holistic approach to healthcare; it’s a topic we explored further in The Future of Work Series Part Two: Megatrends in the world of employee benefits. From mental health resources and telemedicine to employee assistance programs (EAPs) and ancillary benefits, companies must demonstrate they care about their employees’ health and well-being with added support and personalized plans.?

Understanding there is no one-size-fits-all approach to employee needs, Beam recently expanded its portfolio to include a full suite of ancillary benefits. By leveraging a modern and simplified approach to employee benefits, we make it easy for businesses to identify and access customizable plans while helping employees understand the value of their benefits, so they feel confident in using them.

Beam incorporates gamification within its dental benefits to educate and incentivize people to adopt healthy habits. Plus, who doesn’t like playing games? Earn points for brushing; redeem points in the Beam Shop for oral care products, such as toothpaste, whitening kits, and more. This growing ecosystem aligns with our brand values of being wellness-focused while giving employees an ‘extra reward’ they may not have known existed.?

Communication

Whether remote, hybrid, in-person (or all of the above), creating a connected workplace is more important than ever, especially in small and midsize businesses (SMBs). Employees will disconnect if they feel their needs aren’t being addressed, leading to a deterioration in the employee and employer relationship.

Connect with employees; inform and educate them on the value of their benefits. More often than not, we discover workers do not clearly understand benefits or may not even know the offerings provided by their organization. At Beam, we use simple navigation for benefits enrollment and ongoing education to help both employers and employees learn about their benefits. Additionally, ask employees what is important to them. Workers want to feel heard and valued.

The pandemic has reshaped – perhaps, permanently – the workplace and employees’ expectations. Flexibility, creative benefits, and communication are top priorities for workers as we navigate this ‘new normal.’ By aligning company culture and the experience you provide with employee expectations, you’ll be able to create an environment where workers feel valued and dedicated to moving the organization forward.

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