The one-size-fits-all approach to wellbeing is long gone!

But rather than whisper it, we’re happy to shout it from the rooftops. Now is the time to prioritise personalisation when it comes to both wellbeing and employee benefits.

After all, employee wellbeing is the number one factor for success in any business.

When it comes to our health, wealth and self, having employee benefits that tailor to the specific needs of everyone is what can help employers truly stand out from the crowd.

But why should employers commit to supporting the mental, physical and financial health of each employee?

The proof is in the pudding

According to Zest’s research, 65% of employees believe they would happily use their benefits package more if it was tailored to their needs.

There is, for now, a widespread lack of personalised and tailored support within the wonderful world of employee benefits. People want packages suited to their circumstances, but often this isn’t offered.

Two in five (41%) employees still think that their workplace benefits package is inadequate, growing to nearly half (47%) of 18-34 year olds.

Ultimately, packages and wellbeing benefits are falling short when it comes to matching employees’ personalised needs, with 47% of employees thinking that the benefits on offer to them are completely irrelevant to their personal situation.

This is where employers CAN, and MUST, make a difference. After all, two in five (43%) of employees state that the quality of their benefits package directly impacts their morale at work.

So, what’s the solution?

Perfecting your demand and supply approach!

Don’t worry, we know we have the old saying the wrong way round, but stick with us here.

Firstly, ditch the one-size-fits-all approach. Focus on supplying what’s being demanded by your employees and personalise your offering to meet their needs.

Our research shows employees continue to demand more when it comes to wellbeing, with 62% asking for a greater choice in wellbeing benefits, rising to 70% for 18-34 year olds and hitting 80% for workers in the Big Smoke (London to you and I).

The good news? Employers are starting to meet these rising demands, with the top five employee benefits introduced in 2024 all reflective of wellbeing perks.

And remember, employee engagement is key to finding out what employees want.

Make sure you avoid wellbeing washing

Whether you’ve joined or are indeed riding the wellbeing wave, it doesn’t always mean you’re correctly implementing your initiatives.

It’s wonderful that employers are doing more to assist employees with their physical, financial and mental health, but as their offering continues to grow, so does the risk of wellbeing washing, offering new initiatives and practices while failing to ensure they’re genuinely improving the wellbeing of the people they’re being offered to.

It’s important to practice what you preach!

If employers are offering a benefit or initiative on paper, there is a need to ensure you’re following and implementing this at every level of the business. It’s more important to walk the walk than it is to talk the talk.

Failing to do so will not only damage the reputation of the business but will also impact the wellbeing of employees. Ultimately, this will have a major knock-on effect when it comes to factors that include employee attraction, employee retention and employee satisfaction, arguably three of the biggest reasons as to why employers offer benefits.

Employers also face the risk of poor return on investment, with employees experiencing a lower value for money when looking to maximise their reward package.

At Zest, we believe employers should not only embrace the wellbeing perks being demanded, but also ensure everything within that offering is easily accessible and widely communicated, if they’re to create an impressive wellbeing offering.

Commit to personalised wellbeing

Employee benefits on their own are unlikely to keep certain employees in a job. But, by offering them, it can certainly help.

Our research has found a large number of employees admit they’d be willing to leave their current employer if a perspective new role offered them an improved benefits package. As expected, this also includes wellbeing support, and by ensuring your offering is working to provide a positive impact on the physical, financial and mental wellbeing of your people, talent attraction and retention will soon improve.

And why limit yourself? Where possible, look back on your demand and supply approach, use personalised communications to test the waters and discover exactly what employees want. Remember, it’s better to be a part of the new trend, or even set them (in this instance personalisation), than adhere to the old industry approach.

Keep an eye out for changes, continue to review and renew your benefit offering to meet the growing demands of your people, and ensure your wellbeing approach is continuously up to or above standard. By doing this, employee satisfaction will always be healthy.

Personalised benefits, personalised technology

At Zest, we believe in personalisation and customisation that allows for benefits packages that cater to the unique needs and preferences of each employee.

By making benefits highly engaging and automating all scheme administration, we ensure a seamless experience for both employers and employees. What’s more, we give you the power to tailor your system to your requirements and help to build a future where employees and their individual needs are at the heart of every decision.

Through our technology, we want to empower organisations of all sizes and industries to create a workplace culture where employees feel valued, motivated and supported.

To find out how you can make your employee benefits offering more personalised, click here.