Despite the widespread availability of health and wellbeing services as part of employee benefits in Singaporean workplaces, these services remain notably underutilized. This paradox is highlighted by a recent Cigna Healthcare poll, which gathered insights from 1,000 HR leaders and managers, including 200 based in Singapore. The poll revealed that 89% of employers offer health benefits—a crucial component in the Employee Value Proposition (EVP)—positioning it just behind time off and flexible working arrangements, which are provided by 91% of employers.
The Widespread Availability of Health Benefits
Health Benefits as an Essential EVP Component
The Cigna Healthcare poll surveys a significant sample of HR leaders and managers, revealing that the offer of health benefits is almost ubiquitous among employers. These health benefits encompass various services, including comprehensive health insurance and initiatives fostering a workplace culture that prioritizes health and wellbeing. Employers view these benefits as critical to attracting and retaining talent, framing them as essential elements of a holistic EVP. This becomes increasingly relevant as Singapore’s workforce deals with numerous pressures and stressors, and health benefits are seen as a key response to these challenges.
Addressing Workforce Challenges and Stressors
Health benefits are incorporated into the EVP with the intention to not only attract but also support the workforce in coping with professional and personal challenges. These benefits aim to reduce stress and allow employees to focus better on their work while maintaining a healthy work-life balance. However, the existing gap between the availability of these services and their actual utilization levels signifies a lost opportunity for maximizing their potential benefits. To fully leverage these offerings, proactive measures in promoting these services are required, ensuring that employees are both aware of their availability and understand how to effectively use them.
The Underutilization Conundrum
Bridging the Awareness Gap
Despite the comprehensive availability of health benefits, two-thirds of HR leaders in Singapore report a consistent underutilization of these services by employees. This disparity indicates a pressing need for improved communication strategies and increased awareness campaigns. Employees are perhaps unaware of the full range of benefits available to them or encounter barriers in accessibility. Enhancing the visibility of these services within the workplace can significantly increase their usage, ultimately fostering a healthier and more productive workforce. Effective communication is not merely about information dissemination but also about engaging employees in meaningful ways that highlight the relevance and potential impact of these health benefits.
Ensuring Easy Accessibility
Beyond raising awareness, it is crucial to ensure that employees can easily access the health and wellbeing services on offer. This involves simplifying the process of availing these services and removing impediments that may discourage usage. By streamlining procedures and offering clear guidelines, employers can make these benefits more approachable. This strategic approach can transform underutilized services into indispensable tools for maintaining employee health and reducing work-related stress and absenteeism. Such efforts are integral to fostering a holistic work environment where the welfare of employees is prioritized, ultimately driving higher engagement and productivity.
Proactive Measures by Employers
Promoting Awareness and Incentives
Julie Lim, Key Accounts and Broker Relations Director for Asia Pacific at Cigna Healthcare, underscores the importance of proactive efforts by employers to promote awareness of these health benefits. Lim advocates for initiative-driven approaches to not only inform but also incentivize employees to take advantage of the services available to them. Structured campaigns, targeted incentives, and regular reminders can play pivotal roles in shifting the current trends of underutilization. Employers must tailor their communications to address the specific needs and preferences of their workforce, ensuring that the message resonates and encourages active participation in wellbeing programs.
Optimizing the Impact of Health and Wellbeing Services
Despite the widespread availability of health and wellbeing services as part of employee benefits in Singaporean workplaces, these offerings remain surprisingly underutilized. This paradox is underscored by a recent Cigna Healthcare survey, which gathered insights from 1,000 HR leaders and managers, including 200 based in Singapore. The survey revealed that 89% of employers offer health benefits, which are considered a crucial component of the Employee Value Proposition (EVP). These benefits are nearly as prevalent as time off and flexible working arrangements, which are provided by 91% of employers. Therefore, it is puzzling that health services are not being used to their full potential, despite their availability and the investment made by companies. Employers might need to investigate the reasons behind this underutilization, as the gap between offering these benefits and employees actually using them suggests a disconnect. It could be due to a lack of awareness, accessibility issues, or perhaps an underlying stigma associated with using health services. Addressing these issues could help maximize the return on investment for employers and improve employee wellbeing.
