Where there are challenges, there is also opportunity – especially in benefits
The United States has experienced what has been dubbed the “Great Resignation,” with record numbers of workers quitting their jobs and leaving many employers scrambling for talent in what’s proving to be an unpredictable employment market.
While Canada’s job scene is tamer than that of our southern neighbours, there are concerning trends appearing. A recent survey found that 65% of workers are seriously considering leaving their current role due to burnout, higher pay at other opportunities, and other personal reasons. If this happens, HR leaders may have a tough time finding adequate replacements.
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But where there are challenges, there is also opportunity. Many employers are taking this time to revisit workplace benefits plans, particularly health and wellness offerings, in a strategic bid to not only entice existing employees to stay, but also attract new talent into the fold.
A survey conducted by The Conference Board of Canada, together with TELUS Health, found a significant gap (up to 83%) between the health benefits Canadian employees report they have and what they want when it comes to extended health and wellbeing support from their employers. A separate Ipsos poll found that almost half of younger working Canadians, a target demographic for HR staff, say that their employer’s benefit plans have not adequately met their health and wellness needs over the past year.
In this candidate-led market, one in which people are increasingly scrutinizing employer benefits packages before accepting any roles, it’s critical that organizations look at making these necessary enhancements as quickly as possible.
Enter Telemedicine
Telemedicine (also known as virtual care) has seen increased interest and adoption by organizations over the past two years – with more employees demanding the addition of digital alternatives.
As of November 2021, 82% of companies worldwide said they had added one or more digital health services to their benefits plan. And while the original emphasis was on having benefits plans provide telemedicine options for primary care services, we are moving into an exciting period where plans are now including a wide range of virtual services such as mental health counsellors, specialists and nutritionists. Plans are also starting to include new and innovative digital health technologies, a great example being TELUS Health Virtual Pharmacy which launched earlier this year.
Virtual Pharmacy is a more convenient way to access and monitor medications – while also connecting users privately with an experienced, licensed Canadian pharmacist. Not only is this a highly personalized service, but it also saves precious time for people who manage regular medications as they can be shipped directly to their front door.
Digital health innovations will continue to emerge in the coming years and HR staff need to stay plugged in to ensure they are aware of the latest and greatest virtual health technologies available. This could be the X factor when it comes to employee retention.
But employers should not stop at simply loading up their benefits plans with digital health solutions. Education is also critical as employees need to know where, when and how to access them.
Recent research has shown that almost 60% of Canadians have had positive experiences with their telemedicine appointments, so clearly there is room for improvement. The same research found that Canadians have a wide range of preferences in how they access telemedicine with a large propagation preferring a phone or video conference call, and some preferring an email or a text message.
To see an increase in positive experiences, organizations need to ensure their employees are supported every step of the way with the virtual care services available to them in their benefits plan. Educational sessions, dedicated support staff, chatbots and other resources for employees can go a long way in ensuring they have access to, and understand how to use, virtual care supports available to them.
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From an employer perspective, adding these innovative digital tools isn’t just an investment in the health and wellbeing of their workforce, nor just a way to lure more talent – it can actually be part of the core strategy in growing the organization’s brand and business. With clear demand in virtual health and obvious benefits, it’s time for employers to pivot.
