Despite the number of COVID-19 cases decreasing in the U.S., employers should note that employees' desire to feel safe, protected, and cared for is here to stay. (Photo: Shutterstock)
It's no secret that health care workers were among the most affected by the pandemic. Seemingly overnight, these employees found their job descriptions had morphed from that of a health care professional to a frontline worker, tasked with handling the onslaught of an unprecedented illness.
A new report from MetLife's 19th annual U.S. Employee Benefit Trends Study, which aims to quantify the pandemic's impact on these employees, found that only 59% of health care workers feel mentally healthy, compared to 68% of employees from other sectors. As a result, only 67% of health care workers say they feel engaged at work (down from 78% in April 2020) and only 73% say they're productive most of the time at work (down from 80% in April 2020).
Recommended For You
This decline in health care employees' well-being is a cause for concern among employers—not only because unhealthy workers leads to a lack of loyalty, but also because it directly impacts patient care. Indeed, MetLife's report found that health care organizations that lack engaged employees are over five times more likely to see high turnover in their employees and over twice as likely to have dissatisfied customers/patients.
As we emerge from the events of the past year and into an uncertain post-pandemic world, it is more critical than ever that employers offer a supportive culture, inclusive of benefits that will fortify their employees' resilience.
Here are three ways that health care employers can improve the holistic well-being and resilience of their employees:
1. Rebuilding health care workers' financial health
MetLife's report found that there is a clear disparity between how health care workers view their financial health in relation to the rest of the workforce. Only half of health care workers are confident in their finances, compared to 59% of all employees. What's more, 85% say finances are a top source of stress. Ironically, the top financial concern for 70% of health care employees is the cost of health care, which includes concerns about affording health care in retirement and worries about out-of-pocket medical costs not covered by insurance.
Health care employers can address these concerns through tailored financial wellness programs that meet their employees' individual pain points. For instance, MetLife's study found that the majority of health care employees say they desire a FSA (flexible spending account) and access to financial wellness benefits. In addition to these essential benefits, employers should also look to provide supplemental benefits such as HSAs (health savings accounts), critical illness, and accident coverage, which 61% of health care employees say will help them limit their out-of-pocket medical expenses.
2. Ensuring safety and protection
Despite the number of COVID-19 cases decreasing in the U.S., thanks to vaccination efforts, employers should note that employees' desire to feel safe, protected, and cared for is here to stay. MetLife's study found that 72% of health care workers indicate that their own personal safety and well-being is extremely important to them—and 51% expect their employers to step up to address this need. Even so, two in five also say that their employer is not offering benefits or programs to support or improve their well-being during the pandemic, while one in three say their employers are providing support but could do more.
It's been proven that employers who have addressed employee feelings of safety through benefits, like life insurance or critical illness insurance that covers work-related causes, have prevailed in helping their employees feel financially safe. In fact, employers who say they've increased their focus on benefits over the course of the pandemic are 37% more likely to say their organization's employees are holistically well. By focusing on improving and maintaining employee wellness, employers will likely see an increase in productivity and engagement from their workforce, which can, in turn, lead to improved patient care.
3. Strengthening benefits communication
Employer communications are an essential part of the benefits process—half of health care employees want to be more informed about their benefits, so that they can get more out of them. However, MetLife's report found that 39% of employees don't find their employer benefits communications easy to understand.
Leveling up benefits communication can only benefit employers, as 64% of health care workers are more likely to say they feel committed to their organization's goals when they understand their benefits. In addition, a significant number of employees are also more likely to trust their employer's leadership when they understand their benefits. In order to reach their employees, employers should utilize the digital tools at their disposal—including email, which 38% of workers say is the most important way they can learn about their benefits.
In the end, employers who not only identify their employees' pain points, but also address them through benefits and programs that help rebuild their holistic well-being, are key to establishing a more sustainable framework in the health care industry. Health care employees who say their employer offers a range of benefits that meets their personal and household needs are 30% more likely to be resilient. In order to improve their employees' well-being and future-proof their organization, employers must focus on the changing needs of their workforce—on aspects like safety, protection, and flexibility—more so than ever before.
© 2025 ALM Global, LLC, All Rights Reserved. Request academic re-use from www.copyright.com. All other uses, submit a request to [email protected]. For more information visit Asset & Logo Licensing.
