How J&J Curates Employee-First Offerings

When I learned #mycompany 强生公司 qualified for Seramount 's 100 Best Companies, ranking #1 for the second time, I felt both honored and proud. The highly respected Seramount list celebrates the very best in inclusive benefits and sets a high bar for organizations. As the only company to have been named to the list every year since its inception in 1985, #JNJ feels responsible for upholding and surpassing this high bar every year. Our continuous ranking as a top organization is a testament to our broad and progressive employee offerings that collectively make J&J an exceptional workplace.

My company is a truly special place.? We strive to be a culture of caring where everyone feels supported throughout every stage of their life and career. From J&J’s earliest days, Our Credo has guided us to consider multiple facets of employee health in an ever-changing world. Today, informed by deep and intentional listening, we curate a comprehensive portfolio of offerings that supports our employees’ mental, emotional, physical, and financial wellbeing. This integrated approach ensures our employees have everything they need to thrive both personally and professionally.

Here’s how we do it:

• Employee data makes all the difference

We collect ongoing feedback from our team members through regular surveys and listening through focus groups. By asking often, we gain insights into employees’ wants and needs, identify opportunities for enhancement, build employee engagement, and drive organizational success.

One of our surveys tracks monthly trends in employee sentiment, while another survey conducted by market experts explores what offerings are considered most important to employees by region.

Collectively, this data and information highlights what our employees value the most and where we have the greatest opportunities to innovate.

• Employee feedback drives change

Our doors remain open to employee feedback, as we are committed to providing offerings that are fair and equitable across the organization. By listening to our employees when they bring us ideas or concerns, our Total Rewards team gains deep insights into the offerings that add the most value to our employees’ lives.

Last year, we rolled out enhancements to our global caregiver, bereavement, and volunteer paid leave policies – meaningful updates informed by employee input. When individuals offered their valuable perspective on the necessity of time to care, heal and give at life’s most crucial moments, we heard them, and we responded.

Since 2017, parental leave has included all genders, and earlier this year, we updated our global well-being reimbursement to include items related to outdoor activities like cycling, golfing, skiing, in addition to costs related to nutrition, mental well-being, and recharge and recover activities.? ?

Additionally, our Employee Resource Groups (ERGs) empower employees to share ideas. Rooted in their unique experiences, our ERG members offer insights that inform our offerings and benefits and further advance our culture of belonging.

These proactive approaches to enhancing workplace benefits reflect our dedication to not just maintaining but elevating the well-being of our diverse workforce, while ensuring fairness and equity. Through continuous innovation and responsive action, we evolve our benefits to meet the changing needs of our people and reinforce our reputation as a leading employer where everyone can thrive.

• Industry relationships and shared learning create value for everyone

In my role over the past few years, I’ve had the opportunity to meet with #TotalRewards leaders at many other leading organizations. When we come together, we discuss the issues impacting employees, learn from each other’s experiences, and share how we are tackling the biggest issues of the day.

In addition to conversations with other companies, our strong partnerships with Seramount and other #HR industry organizations help us keep a pulse on the current environment, enabling us to continually adapt and evolve with, and for, our employees.

Change is the norm these days, and as leaders, we must do everything in our power to build work environments that support every employee as they navigate life’s challenges. As we do, listening – to data, feedback, and industry practices – provides an essential measurement of what is needed and valued by employees in this rapidly changing world.

To learn more about our benefits and offering check out this article.?

How are you evolving your offerings to keep up with your employees’ needs? I welcome your thoughts in the comments.