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June 9, 2021
During the COVID-19 pandemic people saw work environments shift dramatically. Many offices across the world sent their employees home to carry out their daily tasks. Now that more companies are bringing employees back into the office, there are some key changes in the workplace.
Flexible Work Schedules
It appears that flexible/remote work schedules are becoming more common, and less of a differentiator when employees are deciding where they want to work.
The introduction of more remote work and flexible schedules has been slowly happening for years and was sped up due to the pandemic. According to an article from Vox, there has been a 104% increase in the amount of people who work from home since 2005. By 2025, experts predict that 70% of the workforce will work remotely at least five days a month. With these trends, organizations should begin to proactively strategize on how they will enter the post-COVID world to maintain a competitive edge in the war for talent.
More Robust Total Rewards Packages
Companies are putting more focus on creating well-rounded total rewards packages.
Apex Benefits HR Consultant, Brooke Salazar, shares some areas for organizations to focus on when determining the best way to take care of employees, including:
- Innovative benefits packages
- Mental health programs
- Training and development programs
- Paid family leave
- Paid parental leave
- Unlimited PTO
- Office shut down days
- Community engagement
- Tuition reimbursement or student loan assistance
These are all great benefits that can prevent things like burnout, high turnover costs, and low productivity. ”It is a natural thing for employees to reassess opportunities after any kind of traumatic event,” said Salazar. ”These kinds of benefits are on the minds of many employees right now due to the trauma of the COVID-19 pandemic.”
Many of the benefits offered in a total rewards package are easily implemented in a traditional office setting, but what about the not so traditional office settings? Various types of employees struggle with burnout including retail workers, factory workers, and most notably teachers and school administrators.
During the later months of the pandemic, educators were expected to continue performing at a high level while facing constant concerns about their health, both mental and physical. Along with the added stress of having students in person, many teachers decided to leave their positions which led to larger class sizes for other teachers.
In situations like this, teachers are bound to experience higher levels of burnout, and this is where we start to see teachers’ health start to affect the performance of their students.
When a teacher’s mental health is at stake, it puts their physical health at stake as well. High levels of stress cause lower immune systems which results in more days missed, higher turnover rates, and decreases in performance. A combination of these factors will in turn result in lower performing students.
Total Rewards for Educators
The solution to this urgent issue is finding a way to implement a successful total rewards package in schools. If teachers have access to mental health programs and wellness programs etc., we will see an increase in student achievement.
For a deeper discussion on this topic, register for our Webinar on June 10th where the discussion will focus on the application of ESSER funds to create a healthier environment for students, and in result, a higher-performing school.
At the webinar you will hear more from Brooke Salazar, as well as Kinetiq Health Director Sarah Michaels and Executive Director of Paramount Health Data Project, Dr. Addie Angelov.