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Category:
Benefits

1
Reallocate commercial real-estate and travel & expenditure budgets to programs that support remote work and wellness
Benefits
Remote
Work Practices
Employee Experience
With less employees traveling for work or coming into the office, companies have an opportunity to re-allocate those budgets towards programs that optimize remote work and employee wellness.
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43
LS
Lars Schmidt
2
Mental health becomes a core benefit (Categorize as Self-Care that incorporates Physical, Emotional, & Psychological and also has a positive connotation)
Benefits
Wellness
Mental health and wellness support becomes a foundational part of company benefits.
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30
LS
Lars Schmidt
3
Onsite Childcare
Inclusion
Benefits
Wellness
Compensation
Employee Experience
Other
Companies commit to onsite childcare as parents become wary of sending their children to larger daycare centers. Reducing exposure to additional social circles, reliability and convenience of onsite care will increase retention and engagement of parents.
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13
KH
Katelin Holloway
4
Support the rise of 21st century 'collective' worker influence models (new normal unions)
Benefits
Inclusion
Employee Experience
Our [US] society is among the least supportive of worker-communities of all developed countries. We tend to label everything as socialist or communist. Balancing a businesses commitment to stockholders with an emphasis on creating a community among the businesses' workers to support their sentiment and regards for one another will be of increasing interest for many as a 'best place to work' post Covid in anticipation of the next black swan event. This would suggest 'worker council' involvement in business decisions, pay equality, emphasis on a servant leadership style of management
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7
GC
Gerry Crispin
5
Telehealth should be a foundational part of benefit program delivery.
Benefits
Medical plans must include a robust virtual option equal in experience to the physical office visit experience. Technology cannot be an after thought with medical carriers in terms of doctor appointments.
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7
MJ
Megan James
6
Maternity / Parental leave of 50 weeks minimum
Benefits
Top countries give a minimum of 50-56 weeks leave for maternity and parental leave. We need to stop the stories of US mothers returning to work from two weeks “vacation” after having a baby.
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4
BR
Brenda Rigney
7
Mental Health (to add additional color to the above item)
Benefits
Wellness
Add mental health appointments as a "preventive" benefit in terms of coverage and bump up the coverage to one appointment per week. Either 1.) cover all therapy appointments as "in-network" or 2.) cover the full cost of any therapy appointments. Taking care of mental health shouldn't be a financial burden or worse, an access issue due to the minimal coverage due to therapists who don't contract with insurance companies. Simply covering this service in full (by employees submitting their monthly statements with diagnosis code from therapist), would be a huge win for employees and employers of course will benefit too.
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2
MJ
Megan James
8
Increased cost per head budget specifically for wellness benefits
Benefits
Compensation
Wellness
Follow on to the idea of wellness (mental, financial, etc) programs increasing, we need the spend to as well. It's time.
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1
AV
Ambrosia Vertesi
9
The hourly worker has experienced a flavor of wage deflation . . .
Compensation
Benefits
Employee Experience
Covid seems to have fast forwarded this idea of at home delivery of food / beverage as well as at home delivery of goods. The F&B and retail value proposition continues to be redefined from simple “service” to “experience”. This segment is where I believe the majority of the US’s ~80mm hourly workers live.
There has been a sort of implicit wage deflation for this segment as they are the ones that could not stay at home. Pre-covid, an instacart shopper’s cost was gas . . . during covid his cost was potential death.
Unemployment creates a pretty material supply glut for this segment in an environment where the competency needs are potentially shifting (service → experience).
Is there an opportunity for workforce management solutions to support labor pooling and eventually serve as platforms for unionization?
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0
SD
Sachin Divecha
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