Build an Inclusive Benefits Package for Remote and Hybrid Workers
by Nayya Marketing October 3, 2022
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Remote & Hybrid Workers: The Next-Gen Workforce
The way we work was completely reshaped by the COVID pandemic. Many employers learned that their employees can work from anywhere and still be productive and efficient at their jobs. With these new remote and hybrid workers, the onus is on HR to build inclusive benefits packages that supports all workers, whether they’re in the office every day or not.
In this article, we’re going to lay out a few ways you can enhance your benefits to include options that suit these new types of workers and ensure they’re getting the support and assistance they need.
Build an Inclusive Benefits Package
We understand there’s no “one-size-fits-all” benefits solution for all companies and organizations. The key is to find benefits and perks that your remote and hybrid workers value and implement those into your package options. Below are some of the most-wanted benefits options for workers in remote/hybrid roles.
1) Physical Health and Fitness Programs
Employers and employees alike have always prioritized health and wellness. However, the pandemic really put it at the forefront of people’s minds. In the past, companies could set up gyms or cafeterias with healthy snacks to keep employees in tip-top shape. Today, we need to rethink this approach so everyone can maintain their health, regardless if they’re in the office or not.
This could look like providing remote workers with vouchers or memberships to gym branches located across the country. Or it could be giving them free monthly subscriptions to delivery services that specialize in healthy foods. Another option is providing access to apps or programs that help them stay on a consistent workout or eating schedule to ensure they aren’t getting lost in their work to the detriment of their wellbeing.
2) Mental Health Programs
The mind is just as important as the body, and it’s especially important that remote and hybrid workers get the tools and resources to keep themselves mentally fit. You can include health insurance plans that will cover therapist visits (plus, encourage them to use it). You can also offer Employee Assistance Programs (EAPs), where employees can reach out if they’re dealing with any problems such as substance abuse, depression, anxiety, grief, and even financial or family issues.
3) Unlimited PTO
Unlimited paid time off is another great benefit to offer remote/hybrid workers. Just because they aren’t coming into the office, doesn’t mean they don’t need paid time off like any other employee. In fact, they likely need it more because it’s sometimes difficult for remote/hybrid workers to adequately balance their work-life schedule. This gives them the freedom to keep control of their life without the stress or risk of losing income when they need a break to rejuvenate.
4) Provide Work-from-Home Support
Remote/hybrid employees can only produce high-quality work if they have the right tools for the job. You can provide them with an allowance so they can purchase all the equipment they will need, such as computers/laptops with the latest specs, PC accessories, a comfortable desk chair, and more. This shows them that you’re willing to invest in them and help them succeed in their role.
You can also ensure they have all the latest apps and programs they need so they can easily get work done effectively, including things messaging other co-workers or software that speeds up the work process.
5) Give Them the Opportunity to Volunteer or Help Their Community in Other Ways
Many employees look for ways they can make a difference, and employers can help facilitate these goals. Offer volunteering opportunities where remote workers can sign up for charity events or other community activities. Alternatively, you can create a program where top performers can have donations gifted to their chosen charity under their name.
6) Provide Support for Them When They Cant Swing By HR’s Desk
One of the benefits of working in the office is being able to swing by colleagues’ desks whenever you have a question. This is especially helpful during stressful times, like onboarding and open enrollment. For remote and hybrid employees, it’s key that you are still providing a way to support them through these challenging times.
For example, a decision support tool for benefits can help educate employees on their benefits choices and support them through onboarding and open enrollment. This eliminates the need for employees to be continuously messaging HR teams with questions, and shows employees that you as an organization care about their benefit literacy and confidence.
Whether they’re completely remote or come into the office a few hours a week, a decision support tool like Nayya takes all the stress and confusion out of the benefits enrollment process.
Want to learn more about Nayya and our decision support tool? See it in action!
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