Employers should leverage all of the employee data theyhave and apply advanced analytics and machine learning to betterpredict which programs to deliver and how to drive targetedactions.

Millennials want much more holistic help from their employersthat addresses all aspects of their well-being – physical, mentaland financial, according to Welltok’s report, “Millennials: Raising the Bar for Wellbeing.”

Welltok surveyed more than 1,000 U.S. workers, 330 of which aremillenials, and found that eight in 10 (78 percent) of thatgeneration believe their company should do more to support theirhealth and well-being needs.

Related: 4 ways to engage millennialemployees

“Their health is an extension of who they are and transcendsboth work and personal life,” the authors write. “As a result,robust well-being offerings are a key component of benefit packagesthat today’s organizations are touting to recruit and retainmillennials.”

Employers should also make it easier for employees to find resources, as just 23 percent of themillennials surveyed strongly agree they know where to find all ofthe health and well-being resources provided by their employer.

“Employers can meet millennial expectations by streamliningaccess to all programming in one, easy-to-use digital platform,”the authors write. “They also need to do this using a secureplatform as millennials felt most strongly aboutmaintaining data privacy compared to other generations.”

Millennials also want more personalized support. More than 60percent of those surveyed feel that everyone at their workplace isoffered the same resources, and 62 percent say that they have beenoffered irrelevant resources. The majority (85 percent) ofmillennials say they would participate more in company programs ifthey received more relevant support.

“Employers can win millennials over by giving them relevanttotal well-being support,” the authors write. “This is possible byusing consumer data, including social determinants of health, togain deeper insights about millennials as individuals, such asunderstanding their financial stability and family/relationshipstatus, among other factors that impact health.”

Employers should leverage all of the employee data they have—both health andnon-health-related, and apply advanced analytics and machinelearning to better predict which programs to deliver and how todrive targeted actions, according to the report.  “Overtime, employers will also gain insights about which programsmillennials are actually participating in, so they can optimizeprogram offerings,” the authors write.

Millennials responding to the survey also say they areinterested in a wide-range of incentives to participate inworkplace well-being programs. More than half said they would bemotivated by extra vacation time (64 percent), wellness benefits(56 percent) and flexible work schedules (53 percent). Lessattractive incentives include donations to a charity of choice,commuter benefits, lunch with company leadership and volunteertime.

The survey also ranked millennials’ health and well-beingpriorities. Financial stability tops the list, followed by positiverelationships at home and work; healthy eating habits; appropriatelevel of physical activity; manageable stress level;adequate sleep; having a higher purpose; and controlling ormanaging an existing health condition.

More than 40 percent of millennials say that work stress isnegatively impacting their life, and more than half have seriouslyconsidered changing their work situation due to stress.

“With the large majority (73 percent) of millennials believingemployers should be responsible for helping their employeesmanage/reduce workplace stress, this isn’t an issue that employerscan afford to ignore,” the authors write.

Read more: 

• Well-being important to employees, even those wholack it
• Is your wellness program full of tricks ortreats?
• More employers tying financial incentives towellness participation