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17 Apr 2023

6 steps to creating benefits that suit a multigenerational workforce

With the widest range of age groups possibly ever seen in the workforce, employers must adapt when creating and adjusting benefit programmes

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While every employee has their wants and needs depending on their life circumstances, benefits regarding health and wellbeing are undeniably essential for all ages. According to the US Bureau of Labor Statistics, five generations of people are currently active in the world’s workforce, a unique phenomenon partly caused by people waiting longer to retire.

This means employers must adapt for multigenerational workforces when creating and adjusting benefit programmes. Still, it’s not until now, as younger generations enter the workforce, that the total reward package including benefits has gained more defined traction.

The cost-of-living crisis and increased pressure on individuals and families affect us all at work, whether in absenteeism to look after sick children or mental health issues in the family.

According to the Society for Human Resource Management study, wellbeing programmes help companies reduce absenteeism, improve productivity, and increase employee engagement. This is why creating employee health and wellbeing programmes is vital, as they support employees to manage stress, improve physical health and maintain a work-life balance.

Building a multigenerational employee health and wellbeing programme that effectively supports the diverse needs of different age groups requires careful planning, implementation and monitoring. Here are some practical steps to follow:

1 Assess employee needs

You must understand the needs, preferences and behaviours to tailor suitable health and wellbeing benefits programmes for a multigenerational workforce. Start by considering the different age groups in your company and various health and wellness needs.

Then, gather data from multiple sources such as employee surveys, focus groups, or interviews about health status, interests, feedback, or satisfaction with the employee's health and wellbeing needs. The data collected could also include information on health risks, chronic health conditions, mental health concerns and overall wellbeing.

2. Set goals and objectives

With the feedback collected, you can determine what you want to achieve, such as improving mental health or increasing physical activity or offering different types of insurances available. You can now start identifying the critical health and wellbeing goals and objectives based on the data gathered. It will help you if these goals are specific, measurable, attainable, relevant and time-bound.

3. Hone in on the right benefits 

Develop a comprehensive programme that addresses employees’ identified health and wellbeing needs across different generations. The programme should include activities that promote physical, mental and emotional wellbeing.

Examples of actions include, but are not limited to:

  • Health screenings
  • Exercise classes
  • Stress reduction workshops
  • Mental health support
  • Healthy eating programmes
  • Smoking cessation programmes

4. Time to implement

Once the packages are viable, implement them by communicating the programme goals and activities to employees across different generations. Ensure they are accessible and inclusive of all employees, regardless of age, gender, or physical ability.

5. Monitor use

Collect data on programme participation, health outcomes and employee satisfaction. Analyse the data regularly to identify areas of success and areas for improvement. For example, if participation rates are low among a particular age group, consider changing the programme or specific benefits to better meet their needs and preferences.

6. Communicate 

Share the programme’s results with stakeholders, employees and other interested parties. Use the data to demonstrate the programme’s effectiveness and identify improvement areas.

Celebrate successes and communicate the programme’s impact on employee health and wellbeing. Be sure to encourage open feedback and collaboration for future programmes, so employees feel they can participate in the changes and access programmes relevant to them in the short, medium and long term.

This all sounds great, but you might be wondering how to implement it with an already stretched HR team. A digital rewards and benefits programme allows you to understand employee needs, preferences and behaviours. You can tailor a health and wellbeing programme with the data collected from various sources, including employee surveys, benefits used or focus groups that ask about health status, interests, feedback, or satisfaction and be able to monitor its efficacy.

In partnership with Benify

Benify offers the market's leading global benefits and total reward platform.

Contact us today