In 2017, job candidates are not just interested in salaryamounts, but also the benefits accompanying it. We are now lookingto large, well-known companies for direction in offering topbenefits for employees. For example, Microsoft recently updated itspolicy to offer its workforce four weeks of paid leave with an additional eight weeksof unpaid time to take care of a sick relative.

Of course, for many companies, a Microsoft-style additionaleight weeks of leave may not be logistically plausible. However,this is where the technological revolution comes in. Startups,apps, institutions and innovative technologies are making their wayinto workplace wellness initiatives. This movement makes providingemployees with access to medical and financialadvice/recommendations more affordable and attainable. Withbenefits programs often strongly influencing employee wellness,it’s vital for companies to understand that happier, healthieremployees lead to higher retention rates and productivity.

Anyone ingrained in the HR world is most likely familiar withthe shift in corporate wellness over the past decade. In the past,many companies would focus on physical health benefits such asweight loss programs or smoking cessation incentives for acompetitive edge. But now, the future of benefits is taking a sharpturn toward mental health, financial wellness and family-friendlyoptions. Prospective employees, primarily millennials, are lookingfor employers who will support them beyond traditional benefits,moving into overall empathy-based wellness.

The role of empathy

The key to the future of workplace wellness relies heavily onempathy stemming from the employer. According to a recent studyfrom Businessolver, 80 percent of employees said they are willingto work longer hours, and 60 percent said they would take slightlyless pay to work for an empathetic employer.

A large part of establishing empathy within the workplace has todo with the benefits. It means knowing that each of your employeeshas a different background and different needs, and they want toknow you’re in their corner. You may have some staff with youngchildren, or kids on the way. Or, perhaps you have employees inneed of financial direction, both individually and for theirfamilies. Benefits programs don’t come in a one-size-fits-all boxfor the corporate world. Take the time to understand each of theindividuals making up your staff, and discern which offerings wouldbe most effective for their overall wellbeing and productivity inthe workplace.

The current trend in benefits packages is leaning towardindividualized, DIY, family-style wellness, offering employeessupport while still allowing them to be in control of their ownlives. The good news is that modern employers essentially have abuffet of new technologies, apps and systems in front of them atall times. If you’re looking to expand your benefits program tomeet the new standard, a good place to start is finding a balanceof family health and financial wellness.

Family health benefits

Health benefits are generally viewed as one of the most valuedaspects of an organization by employees, especially with thepersistent increase in costs throughout the health care industry.As the cost of premiums continue to increase every year, bothemployers and employees are paying more. The amplified expensesmake digital health platforms even more valuable, allowingemployees to forego a doctor’s visit for both themselves and theirfamilies, and instead have their health questions answered throughan app or remote service.

Costs are not the only reasons companies should consideroffering digital health platforms as part of employee benefitspackage. There’s an ever-increasing problem in the health careindustry that’s seeping into the corporate world: a physicianshortage. It’s getting harder and harder for employees to bookdoctor’s appointments, especially for specialists. If someone onyour staff is having a child or coming back to work after maternity or paternity leave, chances are theywill be in need of several appointments. While they may have a setdoctor for routine visits, specialists for issues like behavioralhealth or specific disorders may be more difficult to come by.

For non-general health concerns surrounding family planning,pregnancies and parenting, limited access to doctors can be scaryfor employees, and can lead to decreased productivity andmotivation at work. However, with the recent technology-based shiftin corporate wellness, there are now resources and apps to helpalleviate the physician shortage gap and help employees and theirfamilies get the care they need.

For instance, there are programs which can provide supplementarymaternity-related resources for your staff without the need for atrip to the doctor. When it comes to post-pregnancy matters,working parents may be stressed about their child’s health,particularly when they’re just returning to the workforce. You canalso support them as they monitor their child’s developmentremotely through screening technologies that can identify childrenat high risk for a developmental delay and cut down wait times tosee a specialist.

Financial wellness

This has become quite the buzzword in the HR and benefits world,and with good reason. In addition to family health matters, anothergrowing source of stress for the workforce is based on ourfinancial future. From managing a 401(k) to budgeting expenses, alack of financial guidance could mean a heavy impact on workperformance, particularly for younger employees and those startingfamilies.

Money struggles are fairly universal, making this aspect of abenefits program very relatable for management. If you haven’talready established a strong contact within your third-partyfinancial management programs, that should be the first step. Makesure your staff is informed about who they can talk to aboutvarious accounts they’ve established within the company, and set upquarterly or annual workshops to establish clarity around theofferings. There are also strategic financial planning technologiesand support systems universally available, such as financialwellness platforms that give employees personalized, step-by-stepguidance to make smart money decisions.

We’re living in an exciting time when it comes to benefits inthe workplace, and the shift is tangible. We’ve gone from basicscreenings and health programs to well-rounded, overall support foreach and every employee. While the need for employer-based empathyis on the rise, there has also been an increase in availableoptions. The next step is to reduce the stigma around generalwellness in the workplace, and start making these family-friendlybenefits the norm.