How to boost talent management outcomes with DI and leave
Three strategies to drive better outcomes for employers — and their workforce.
1. Offer access to DI and leave
As benefits satisfaction decreases, broadening benefits offerings becomes more important than ever. Ideally, employees should have the option to purchase DI and leave as part of their benefits packages so those who may need to take leave can access it.
2. Focus on education and awareness to help employees understand their options
Education plays a central role in helping employees access leave, and benefits communications, in particular, can enhance outcomes for employees and employers. Employees who completely understand their benefits are 2.4 times more likely to be satisfied with their benefits that enable time away from work, and they’re significantly more likely to own and use DI, if their employer offers it.
Employers have an opportunity to support their employees with clear, tailored benefits communications that help them understand the types of leave available to them, as well as employee assistance programs (EAPs) and wellness resources that support their well-being at work and outside of work.
As more states pass their own paid family and medical leave (PFML) policies, employers can also demonstrate care by crafting resources that help employees understand the foundational support available to them and how to access those benefits.
3. Center work-life balance as a core value of the organization
Ultimately, forward-looking organizations will look beyond offering DI and leave as goals in themselves, and instead view these benefits through the broader lens of care — as a means by which to mitigate stress and burnout, and create the happy and supportive workplace that top talent expect.
To do this, employers should pair traditional benefits communications with broader messaging about the importance of maintaining a healthy work-life balance, showcasing the range of support available to employees who feel stressed, isolated or burned out. Encourage managers to discuss work-life balance with their team, ensure workload coverage that enables employees to use their leave, and consider adding vacation time as a goal in performance evaluations.
Foster a more loyal workforce by offering DI and paid or unpaid leave
A healthier work-life balance has become essential for today’s top talent — and benefits that enable employees to take time away from work have become more important than ever. And, as fewer employers offer access to DI, those who do stand to gain a competitive advantage for talent.