In recent years, it has become evident that employee expectations from employers have truly changed. Today, employee well-being is a key factor in the success of an organization. Organizations that recognize the changing needs of their employees and actively invest in new trends in well-being have a significant advantage in attracting and retaining talent.
Below is an overview of the latest well-being trends that can significantly impact employee productivity, engagement, and satisfaction. Employers who successfully implement these initiatives will not only improve the work atmosphere but also achieve measurable business results.
Personalized wellbeing benefits
The traditional "one-size-fits-all" approach is no longer sufficient. Increasing employee expectations for personalized approaches requires wellbeing packages that meet individual needs. Employers should consider options such as a "cafeteria" system, where employees can choose between subsidized gym memberships, childcare support, additional health appointments, or mental health programs.
According to the SELECTIO research, 96% of companies with the Employer Partner certificate have systematic employee health care programs, and 76% offer regular annual health check-ups, which in some organizations also include family members. According to Deloitte research, as many as 74% of employees stated that they choose companies that offer personalized well-being options. This approach allows employees to create their benefits, increasing the sense of control over their well-being.
Tip: Consider introducing flexible well-being programs that allow individualized plans for employees. Increase engagement by organizing workshops to improve inclusivity and a sense of belonging.
Shifting from a reactive to a proactive approach
Mental health will remain a focus, and employers should shift from a reactive to a proactive approach. According to Harvard Business Review research, 60% of employees experience increased levels of stress at work, and the risk of burnout rises year by year. Proactively ensuring education and workshops to reduce stress and providing counselling with therapists is not only about employee care but also a strategic move to preserve productivity and reduce turnover, acting preventively. This practice is shown by all employers recognized for the quality of their HR. According to SELECTIO research, 71% of organizations holding the Employer Partner certificate offer free or subsidized psychological counselling and psychotherapy to their employees.
Tip: Conduct regular organizational climate surveys to recognize early signs of stress and burnout and develop tailored interventions. Provide training on building psychological resilience and support managers in recognizing risk factors within teams.
Hybrid work model with mental health initiatives
Hybrid work is becoming the new norm, but it has brought challenges such as feelings of isolation, lack of clear boundaries between personal and work life, and reduced team connectivity. SELECTIO research shows that 73% of Employer Partner certificate holders use a hybrid work model, while 52% of them have implemented systematic burnout prevention initiatives.
Moreover, flexible working hours are becoming one of the key factors in retaining and attracting talent. According to recent research, 60% of employees stated they would stay in a less-than-ideal job if offered flexibility at work, and 42% of women mentioned flexibility as the main motivator for choosing a new job. These figures clearly show that flexibility is no longer just a benefit but a basic condition for talent retention.
Tip: Introduce clear flexible work policies that include choosing work location and working hours. Provide tools for virtual team connectivity and time management training to help employees set boundaries.
Diversity, Equality, and Inclusion (DEI)
Diversity, equality, and inclusion have become a crucial element of a company's success. Research shows that inclusive organizations achieve 29% higher profits and are more innovative. Additionally, organizations that successfully integrate DEI initiatives not only create a positive work atmosphere but also increase employee engagement.
The importance of DEI is also evident in our research. SELECTIO research shows that 96% of organizations with the Employer Partner certificate have defined criteria for tracking diversity, while employee satisfaction with non-discrimination is on average 80%. Implementing DEI training, workshops on cultural sensitivity, and empowering vulnerable groups are crucial steps for creating an inclusive work environment.
DEI approaches are no longer just a moral obligation but a strategic business direction that improves team cohesion increases employee engagement and attracts top talent. In inclusive organizations, employees feel valued and safe, contributing to greater productivity, innovation, and better decision-making. For this reason, DEI topics have become an integral part of the Future Resilience program for enhancing employee and organizational resilience to stress and challenges.
Tip: Consider conducting a DEI analysis to identify challenges for different employee groups and develop strategies for improvement. Include DEI workshops for developing collaboration and communication skills among teams with different backgrounds.
Using data to improve wellbeing
Digital technologies enable detailed tracking of employee wellbeing through regular organizational climate and engagement surveys and wellbeing analytics. Employers who use such tools can better understand what drives motivation and satisfaction among teams and can adjust programs and introduce changes based on actual needs, not assumptions.
For example, the SELECTIO organizational climate and engagement survey detects the causes of dissatisfaction, as well as predictors of engagement, which allows addressing employee well-being not only reactively (addressing the causes of dissatisfaction) but also proactively, by identifying drivers of engagement to create the conditions for satisfaction and success. Through advisory work with our consultants on implementing action plans after surveys, employee satisfaction and engagement can increase by as much as 10% in the next measurement, ensuring the retention of quality employees in the organization, the overall health of the organization, and the well-being of its employees.
Tip: Consider using services like organizational climate surveys and conduct individualized consultations with team leaders to implement changes that deliver results.
Wellbeing initiatives are not "nice to have"
The initiatives mentioned above are not "nice-to-have," they are key components of successful HR management. Employers who recognize the importance of a proactive approach, personalization, and mental health support and systematically integrate them into their strategies will not only have satisfied employees but also a competitive edge in the battle for talent.
To help implement wellbeing initiatives, after the COVID crisis, we launched the Future Resilience wellbeing program, through which we conducted more than 260 wellbeing workshops for over 8,000 employees in less than four years. What is especially interesting is that 97% of employees stated that the program helped them strengthen resilience and better balance their personal and work lives. These numbers show how much well-being programs are desired by employees and how useful they are, especially when they are tailored to their needs.
