HR and benefits professionals have the opportunity to reinvent workforce health and well-being plans by turning caring into a competitive advantage.
You can get started by building a comprehensive strategy across the four pillars of well-being
Since the start of the pandemic, workforce health and well-being has moved rapidly up the corporate agenda. In our latest Global Talent Trends report, 64% of Canadian employers plan to add benefits to address mental or emotional health issues, and 50% are training managers to spot mental health issues. Firms are beginning to understand that caring for employees is both productive and cost-effective.
This shift has highlighted the need for benefits professionals to work with colleagues in occupational health and safety, risk management, talent acquisition and human resource (HR) delivery to create a comprehensive approach to well-being. This will not only help businesses better manage their workplace health risks, but also contribute to overall societal goals around prosperity.
To be effective, well-being should be a complete strategy that encompasses benefits, workforce engagement, and company culture, rather than a checklist of individual initiatives.
Strong well-being strategies include four pillars - physical, emotional, social and financial - that influence an individuals’ sense of purpose, increase happiness and promotes health.
- Mitigate health risks
- Optimize health
- Enable a well-being-centric culture and brand
- Energized employees
- Healthy, equitable societies
- Positive business outcomes
We firmly believe that the health and resilience of your business is tied to the health and resilience of your people. Mercer Marsh Benefits expertise helps you define your strategy, create a culture of health, and deliver a range of supportive solutions for your diverse workforce.