Just as coronavirus restrictions seemed to be easing up in early 2021, the American workforce faced severe disruption from what has now become known as 'The Great Resignation.' Millions of workers across the country quit their jobs and are not looking back. For most of these workers, it is time to say goodbye to their employers and to the conventional work model that has drained them for years. According to data from the Bureau of Labor Statistics, resignation numbers in November 2021 hit a record high of 4.5 million people, a considerable increase from the pre-pandemic level of 3.5 million people in April 2020. The reasons are the same across the board: employees are demotivated, dissatisfied, and disgruntled by how the conventional work model has made them pawns in the corporate space, growing businesses and improving the profitability of their organizations at the expense of their well-being and health.
Companies like Better.com need an organizational shake-up, readapting its workplace policies procedures to be more be employee-centric and more progressive. It’s about time for employers to see their workers like what they truly are: the lifeforce of business.
The pandemic has led to a paradigm shift in the corporate world. There are now more job positions but fewer employees to fill in these vacancies, no thanks to a great awakening by employees following many years of enduring a dysfunctional work culture. Now, HR leaders must identify and address the needs of employees to re-recruit them or get swallowed up in the Great Resignation.
Workplace benefits have been a crucial part of an employee’s compensation plan; however, the pandemic has highlighted its importance. More and more employees now consider their workplace benefits as an important component of their employment contract.
Unearthing and adopting a value-based approach that works for an organization can take some time and effort, but it is time and effort well-spent. Aligning with members on a definition of value, providing personalized care and making long-term investments are the first steps that every company can take on the path toward delivering healthcare benefits that make a real difference to their members – and in turn, keep their members engaged, happy and health
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