In the face of economic, health or social challenges, employees’ expectations towards employers are changing, and a properly selected benefits package can become not only a form of support, but also an important element motivating them to continue working. Flexibility in the organization of working time, the ability to work remotely, as well as psychological support are just some of the aspects that are gaining importance in difficult times. Competence development, loyalty programs, health and insurance benefits are other elements that can significantly affect the sense of security and loyalty of employees. It is also worth considering how to effectively communicate these benefits so that they are truly valuable in the eyes of the team. In this article, we will take a look at what employee benefits are most desired by employees in times of crisis and why they are an important part of the strategy of any employer who wants to build a team of engaged and satisfied employees.

In the face of the economic crisis, workers are increasingly looking for job stability and certainty that their jobs will not be threatened. In this context, job guarantees are becoming one of the most sought-after benefits. Providing employees with long-term contracts can make a significant difference in their loyalty and engagement. On the other hand, long-term commitments can be a burden for employers, especially in uncertain times, which can lead to difficulties in adapting quickly to a changing market.

Increasing work flexibility, such as the ability to work remotely, is another benefit that is becoming increasingly important in times of crisis. Employees value the ability to adapt where and when they work to their own needs, which can contribute to a better work-life balance. For employers, the introduction of such flexibility can mean lower office maintenance costs and greater work efficiency. However, it also requires investing in remote work tools and building a culture of trust and accountability, which can be challenging for some organizations.

In the face of growing professional and life challenges, psychological and physical health support programs are gaining importance as a key component of the employee benefits package. Providing access to professional psychological help and support related to physical problems not only contributes to the well-being and health of employees, but also increases their engagement and productivity. Access to such services can be especially valuable during difficult periods when employees may be struggling with additional emotional burdens.

The introduction of a wellbeing support program into an employee benefits package can take many forms, including:

• Consultations with a psychologist/dietician/personal trainer – enabling employees to meet directly with professionals.
• Workshops and trainings – organization of educational meetings on coping with stress, building mental resilience and overcoming physical challenges resulting from the nature of the work performed.
• Access to online support platforms – providing employees with the opportunity to access professional support and educational materials online.

Such activities not only build a positive image of the company as an employer that cares about the well-being of its employees, but also contribute to building teams that are more resistant to stress and better able to cope with crisis situations.

The implementation of health support programs in a company requires proper planning and commitment, but its benefits are multidimensional. Employees who feel supported mentally and physically are more motivated, loyal, and focused on achieving their career goals. Taking care of the mental health of employees becomes not only an expression of the company’s social responsibility, but also a strategic investment in its development.

Remote work has become not only a convenient option but also a necessity for many people around the world. In the face of economic uncertainty, flexibility in where they work allows employees to maintain a work-life balance. Additionally, a remote work model can help reduce stress levels, which is extremely important in times of increased pressure and uncertainty.

Studies show that employees value the ability to work remotely not only because of comfort. It is also a way to reduce the costs associated with commuting to work and the ability to better adapt the work environment to individual needs.

Providing employees with access to health benefits and insurance is a key element of many companies’ strategies to not only increase their loyalty, but also to take care of their well-being. In the face of a crisis, when economic uncertainty becomes a daily reality, such support becomes increasingly important. Offering health packages or life insurance can be the deciding factor in attracting and retaining valuable employees. However, maintaining such benefits can be a challenge for the company’s budget, especially in smaller enterprises.

On the other hand, health and insurance benefits can bring long-term benefits to the company, such as reducing sickness absence and increasing employee productivity. Healthy employees are less likely to take long-term sick leave, which directly translates into the company’s operational efficiency. Nevertheless, the costs of implementing and maintaining such programs can be significant, and not every company is able to afford it. Therefore, before deciding to introduce such benefits, it is worth carefully analyzing the potential pros and cons, taking into account the specifics of the industry and the company’s financial capabilities.

The implementation of health and insurance programs also requires careful planning and communication with employees. It’s important for employees to be aware of the options available to them and understand the value of the benefits offered to them. Such transparency can significantly affect the perception of the company as a responsible employer who cares about the well-being of its team. However, it can be a challenge to adapt the offer to the diverse needs and expectations of employees, which requires flexibility and openness to feedback. As a result, health and insurance benefits can become an important tool in building a strong and engaged organizational culture, even in difficult times.

Investing in the development of employees’ competences is a key element of the strategy of companies that want not only to survive on the market, but also to develop, even in difficult times. Focusing on education and training is not only an expression of care for employees, but also an investment that brings measurable benefits to the organization. The development of employees’ skills increases their commitment, motivation to work and improves the overall atmosphere in the team. What’s more, employees who have the opportunity for continuous development are more likely to introduce innovative solutions, which directly translates into the company’s competitiveness.

Adaptation to changing market conditions is possible thanks to a flexible approach to human resources management, including offering training tailored to the current market needs. Investing in the development of employees’ competences allows them to react faster to changes, which is particularly important in times of crisis. Companies that understand the value of continuous learning are able to not only maintain but even increase their position in the market, despite uncertain times. The conclusion is clear: training and competence development is not a cost, but an investment in the future that benefits both employees and the organization as a whole.

Job stability and a sense of security are key aspects that employees value more than ever. In response to these needs, loyalty programs and bonus systems are becoming not only a motivational tool, but also a way to build a long-term relationship with employees. Effective use of these tools can significantly increase employee engagement, which is especially important during periods of economic uncertainty. Among the most sought-after forms of support are:

• performance bonuses, which directly link salary to achievement;
• employee rebate programs offering discounts on products and services,
• flexible working hours and the ability to work remotely to meet work-life balance needs.

However, the implementation of effective loyalty programs requires not only an understanding of the current needs of employees, but also flexibility and readiness to adapt the offer. Regular satisfaction surveys and openness to feedback can help you identify the most valuable forms of support that will ultimately contribute to building a strong and engaged employee community. Caring for the well-being of employees, especially in difficult times, is an investment that benefits both employees and the organization as a whole.

Source: https://wellbeingpolska.pl/benefity-pracownicze-w-dobie-kryzysu/

Supported by Norway through Norway Grants 2014-2021, in the frame of the Programme “Social Dialogue – Decent Work”.