Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
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High inflation, evictions, rising healthcare costs, layoffs and the threat of a recession are leaving companies on high-alert as they simultaneously reevaluate what the modern workplace looks like.Â
Work-related stress and anxiety mean less output and depleted satisfaction, suggesting that leaders have a growing responsibility to ensure the staff are supported during these turbulent times, while also making sure financial losses are minimal.Â
The best way to do so is offering benefits that cater to each individuals’ needs. By supporting employees’ financial, mental and physical health, leaders are more likely to see a return on their profits. Â
One-size-fits-all models are riddled with problems, so offering personalized benefits plans is a good place to start. Providing workers with a choice in their benefits shows that the company values employee experience, thus boosting the wellness of workers Â
In order to effectively personalize benefits plans, leaders will need to have an understanding of exactly what it is that each worker wants. Â
For instance, an hourly-wage employee may value having a PTO buyback plan, allowing them to cash in time-off for money. However, someone in the C-suite may prefer having a specialized retirement plan.Â
None of these changes can be addressed without a deep understanding of employee needs. This means opening lines of communication, leading with empathy and applying lessons learned to create a better, more stable future for workers.Â
