The chicken and the egg, which came first?
It’s kind of like that with employee job satisfaction and a quality benefit program. You see year over year, the Benefits Canada Healthcare Survey has found that employees who have a benefit program that meets their needs or view their benefit program as quality or have a workplace wellness culture, or a workplace that supports mental health, are more likely to be satisfied with their job. In 2020 the survey found that 87% of people who viewed the quality of the plan as excellent/very good were also satisfied with their job. In 2021 the stat dropped a big, likely due to healthcare needs changing due to COVID and the initial shock of working from home and managing the family. In 2022 you’ll see that number bounce back with the survey drops this fall.
I love this statistic. It makes the case for great benefits, or braggable benefits as I like to call them.
Braggable Benefits = Personalized + User Experience + Digital + Communication
The backbone of braggable benefits is communication. When employees know what benefits they have, when and how to use them they are more likely to be satisfied with their plan. But at the same time, I have been thinking …
Does the quality of the benefit program make people satisfied, since they feel seen and cared for, or are the satisfied people simply wearing rose-coloured glasses and less likely to complain? Dose the plan meet their needs because they don’t need the plan? Perhaps those who are stressed and in poor health unable to navigate their benefits due to a lack of bandwidth. Maybe one does not lead to the other and instead they are intertwined like an infinity symbol.