Friday Feb 03, 2023

How Smarter Benefits Can Help Curb Return-to-Office Anxiety – Built In

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As many companies shift to hybrid working models, they’re figuring out their strategy for welcoming employees to the office. Returning to an in-office setting certainly wont be easy for many employees after more than two years of working from home. According to a recent Adecco Group study, 42 percent of workers say they feel or have felt a lot of anxiety about returning to work at the office. 

With that in mind, companies must find new ways to make the transition smooth and curb the anxiety of going back to the office. By focusing on the employee experience and taking into account the different work style preferences of today’s workforce, every employer has the opportunity to ease this transition and create an inclusive work environment.

Flexible benefits programs, more specifically benefits spending accounts, can help employers in shaping their return to office strategy whether hybrid, fully on-site or remote. These programs support employees and empower them to choose benefits that fit their individual needs and that fit their specific phase of life. Focusing on employee choice can be critical to easing the social anxiety of going back to the workplace and increasing overall retention.

3 Steps to Use Benefits to Curb Return-to-Office Anxiety

  1. Survey employees to learn about benefits preferences.
  2. Offer benefits spending accounts that support the needs of a distributed workforce.
  3. Communicate early and often with employees about new benefits programs.

More From Jason FanRetain More Employees by Tailoring Benefits to Their Needs

 

What Are Benefits Spending Accounts?

Employers can offer benefits spending accounts as part of their broader packages. There are three primary types of spending accounts: lifestyle spending accounts (LSA), flexible spending accounts (FSA), and health spending accounts (HSA). Below is a high-level overview of each account type.

An LSA is a post-tax account in which employers allocate funds to an employees benefit account for the employee to spend within specific parameters. LSAs can provide programs that aren’t usually covered under a traditional medical or healthcare plan. For example, an LSA can cover items like training seminars, daycare for children, home office expenses, fitness expenses or even pet care. These programs can help alleviate the pain points employees may experience as they return to the workplace.

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Source: https://builtin.com/employee-engagement/benefits-return-office

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