Search for Advantages of Towergate employees Released today reveals that only 14% of employers strongly agree that they have a good understanding of the needs of their employees in the four pillars of health and well-being: physics, mental, social and financial.
Debra Clark, head of health and well-being of the benefits of Towergate employees, says: “Good practices are to support the four pillars of health and well-being: physical, mental, social and financial, and to do this, it is essential that employers have a solid and complete understanding of needs, at all levels.”
Discover what support is required
The good news is that employers work to better understand by questioning their needs. Indeed, 86% ask their employees what health support and well-being that they would benefit. This is very positive, but it is important to consider how employers get this information from their employees:
- 33% of directed personnel surveys
- 32% request comments (via line managers or directly)
- 31% officially ask criticism
- 26% lead forums and discussion groups for employees
- 24% use informal anecdotal comments
Debra Clark comments: “There is something that does not go when 86% of employers ask their employees what support they need, but only 14% have a good understanding of these requirements. The revision of their methods to establish the health and well-being requirements of their employees can help employers better understand their constantly evolving needs. ”
Using a wide mixture of methods
Different employers use several different ways of discovering the health and well-being needs of their employees with, for example, investigations in progress and others using forums and discussion groups. What is vital, however, is that a large mixture of methods is used within each company. Some employees will prefer to provide information in more formal settings, such as annual opinions, while others will prefer less formal options, such as cat with a line manager. Some of the subjects of health and well-being are quite personal, such as fertility problems or mental well-being, and employees may prefer to share such concerns in anonymous surveys, rather than in open discussions. All comments must then be gathered so that it can be examined as a whole.
Experts in social benefits can help employers obtain details concerning the needs of employees. This can be done through the days of services or help forums and surveys. Once the requirements have been established, an expert in benefits will then be able to discuss the options to provide the right support. The types of support available increase and change all the time, so the consultation of an expert is crucial. They can then help to set up the right support to meet the specific needs of the workforce.
Regular updates
It is important for employers not only to consult expert service providers and their employees, but to do so regularly. Although staff comments can be gathered all year round, it is suggested that employers examine their support for benefits and the needs of their employees each year.
Debra Clark says: “For health and well-being support to have the positive impact it should, employers need a good understanding of the needs of their employees and what is available to meet these needs. This knowledge must then be kept up to date, using a variety of methods, at regular intervals. ”
