group of millennials working at computer

The gig economy, workplace digitization and flexible working have greatly disrupted traditional ways of working. Gone are the days of a one-size-fits-all, office-based nine-to-five job; for many it's now possible to work at any time, from any location. The improvements to work-life balance are clear, but there are also downsides to remote working to consider. By moving away from the centralized workplace, employees are missing out on the social connections that are intrinsic to office working.

This should not be taken lightly. As innately social creatures, humans need to connect with others to build and maintain mental well-being, which in turn fosters engagement and productivity. Workplaces may become more digitized and remote, but it is vital that companies continue to nurture their employees' social well-being–both for the good of their staff and their bottom lines. One of the best ways to achieve this is to deliver an employee benefits offering that ensures their social well-being needs are met.

Meet their needs from day one

Social benefits can present an effective and cost-efficient way for businesses to make sure their employees stay connected, engaged and productive. There are a wide range of options that can be tailored to the needs of employees, from company lunches to regular after-work socials. Company-wide success celebrations offer another chance for organizations to show employees that they care, while charity days can bring groups of colleagues together for a good cause.

In all cases, it is vital that social benefits are meaningful and relevant. Employees will be able to distinguish the gimmicky offerings from those that were well thought out and intended to build social cohesion. For example, our research found that 37 percent of employees would value an initiative to bring puppies to the office. But more than half would like to see success celebrated as a company.

Social well-being outranks other company perks

Connectivity and inclusivity are extremely important in the workplace. To put this into perspective, 63 percent of employees would appreciate monthly company lunches, which would bring employees together in a large social setting. That's 8 percent higher than the number of respondents (55 percent) who would value emergency loans from their employer.

The desire for social benefits is particularly pronounced among younger workers between the ages of 18 and 24. Flexible and remote will be the norm for future generations – the gen Z-ers and post-2020 'Generation Alpha' – born and raised in a completely digital world. For them, many of the social aspects of working will no longer be standard. By providing a way to connect socially, employers can differentiate themselves in a competitive and fast-moving job market.

Technology can be part of any social well-being strategy

The success of any plan is highly dependent on employee participation. Many organizations already offer company lunches (some in the form of a lunch and learn) and other social benefits, but employees won't show up if they don't know about them. Thus, it is imperative that employers utilize the communications tools available to them – email blasts, benefits portals, meetings, etc. – to make sure their people are fully aware of what's available.

Employers can also benefit from data-driven insights, which give a clear indication of which benefits are valued by each employee demographic. Age, business unit and even location can impact which social benefits are used the most, so it's important to make sure offerings are as inclusive as possible. By analyzing uptake data to understand engagement, as well as benchmarking benefit utilization and spend across countries, organizations can better create a personalized and relevant benefits experience. Listening to qualitative employee feedback is also key, as their opinions will further dictate which social well-being benefits are the most valued.

Now is the time to take action

At a time when a growing number of employees are partially or entirely isolated from their colleagues, achieving true social well-being is essential for any employer. There is no doubt that social well-being programs will increase as younger generations enter the workforce and older employees begin to miss the social connections they once had. By creating an appealing and inclusive social offering, employers can bring the human connection back to the workplace. Doing so will lead to greater engagement, increased productivity and stronger employee loyalty.

Matthew Jackson is vice president of client solutions at Thomsons Online Benefits.

Instant Insights /

Social well-being has never been more important. Here's why.

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