Employee Benefits

Why It’s Essential to Offer Personalized Well-being Benefits

Female looking at a laptop. screen of a video conference.

For the past few years, more and more employers have focused on offering employee well-being programs. Some businesses follow a strategy, but many others randomly provide programs throughout the year. In either situation, employers should make sure their programs are holistic and fit employees’ needs. Here’s why it’s essential to offer personalized well-being benefits.


Most employees are concerned about their health. And they know they need to care for more than just their body. They want a holistic health approach that addresses their mental, social, emotional, spiritual, and physical needs.

Employers know that employees’ health impacts their attitude and productivity as well as the organization’s performance and success. Business experts encourage companies to invest in holistic benefits programs that support employees. In turn, employers will have healthier and happier workers. Employees will be more satisfied and stay longer on the job.


In nearly every area of life, people have choices on how they want things. So, when it comes to well-being benefits, the one-size-fits-all approach won’t work. Employees want to tailor benefits options to fit their needs.

Many employers recognize the value of employee well-being but are concerned about the cost. However, a small investment can provide a quick return in terms of improved employee productivity, motivation, morale, health and attitude. Employers don’t need to offer an extensive menu of programs. Instead, they can provide several options and benefit levels to address holistic needs. Employees can select the programs and benefit levels that fit their budget and needs.


In the United States, the financial costs of poor employee health management are about $2.2 trillion annually, reports the Global Wellness Institute. If employers don’t invest in holistic well-being programs, they’ll experience higher incidences of employee sickness, suicide and alcoholism. Employees also may show signs of burnout, stress and medical conditions that impact physical health.

Holistic well-being is interconnected, so one area can impact the others, causing an imbalance. A survey of human resource professionals found that emotional exhaustion accounts for at least half of their annual employee turnover. Workers’ emotions and attitudes can impact their ability to handle diseases and medical conditions. Worrying about finances can cause employees to have anxiety and high blood pressure problems.

Providing personalized holistic well-being programs helps employees deal with problems in different areas (mental, social, emotional, spiritual and physical). Resolving these concerns enables workers to bring their whole selves to work. They will be more engaged so they can focus on their job and their employer’s success.


Developing a year-round well-being strategy ensures that employers address employees’ needs every month. Slowly roll out the plan, introducing each holistic program to employees. And make sure to educate workers about their benefits package as well.

When creating the strategy, include programs to teach workers how to deal with problems and recover from unexpected experiences. Use problem-solving lessons to show workers how to respond to work difficulties. This training will encourage employees to be more positive and optimistic. Plus, it shows workers that their employer is making an intentional effort to assist them in resolving needs and dealing with problem areas.

Focusing on employee well-being encourages the development of a positive culture where employees support each other. In this environment, workers are more upbeat and interested in doing their best. Businesses with this culture enjoy higher employee engagement and productivity, and more satisfied customers.

Human Resource Executive
Society for Human Resource Management