Adjusting your budget toward well-being benefits

Today, the primary focus of all the business leaders across the world is the hybrid workforce. Organizations are looking at a completely new environment as they attempt to handle the convergence of existing work-from-home policies and their plans pertaining to the return to normalcy, at least partially.

There are a host of alternatives when it comes to the way in which work can be conducted today. Thus, HR and business managers are now glaring at the task of handling complicated arrangements as they continue to make sure that the employees remain engaged and productive, as well as holistically healthy.

Moreover, organizations also have the liberty of re-allocating their budget since a lot of money is left unused because physical office spaces are currently not being maintained. To make sure that employees remain engaged and feel appreciated, it is important for business leaders to direct their financial resources to assist them in several ways. It is possible for leaders to strategically reallocate their budget in the following ways:

Bolster employee experience with better benefits

When actual resources are dedicated towards employee wellness, it will optimize the stability, productivity, and focus of employees, augmenting bottom-lines, improving retention, and contributing towards the prevention of expensive insurance claims. Furthermore, the pandemic has also lead to the deterioration of the mental and physical wellness of employees. Thus, employers are now tasked with the responsibility of offering tools that can help improve the lives of employees.

Today, the lines between professional and personal lives are blurring, and when it comes to the company programs, HR managers mold them based on the employee experience. Moreover, the decision-makers of a company must spend extra money on perks, benefits, and company-wide resources, so employees are provided with what is required to work from home effectively.

For instance, employees can be offered an opportunity to partake in weight management programs, leverage holistic benefit options, seek guidance on health and wellness, receive stipends for remote work technology, or even reimbursements for wellness. Consequently, external stressors are mitigated, enhancing the overall employee experience, and employers can enjoy an edge over their competitors through an increase in employee retention, while healthcare costs will witness a decline.

In simple terms, employees who are happy and healthy tend to function better and more efficiently, and this positively affects engagement. The success of an organization largely depends on the understanding that there is a deep interconnection between employee experience and overall employee wellness.

Reinvigorating training and development

Several companies are still operating with hiring freezes, and thus, there is a higher demand for internal creativity, with the objective of retaining and fostering talent. Moreover, companies are also demonstrating interest in spending on in-house learning as well as development programs that contribute to the acquisition of new skills among employees. These specific programs are formulated to make sure that employees are equipped with the skills to expand their expertise amid growing demand. Furthermore, they also improve retention, which will substantially decrease spending, as the entire process of onboarding and hiring could cost thousands of dollars, and typically it takes several months for the companies to break even. For instance, in 2020, turnover costs surpassed $630 billion.

Companies can improve employee engagement, motivation, and general well-being by directing the funds towards career maturity, education of employees, development of skills, as well as company-wide training. Especially this year, there is a need for employers to think creatively to ensure that unused funds are spent to enhance wellness, engagement, as well as the development of skills.

It may seem overwhelming to go through the process of seeking new resources and strategically leveraging budgets to assist employees. However, department leaders can contribute to this shift towards the new budget allocations, which may eventually become permanent.

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