The world of benefits is hard; with long-held stigmas and relatively new science, mental health benefits are even harder. As our report showed:
- Demand for mental health benefits and programs is going to keep on increasing.
- Most companies offer mental health resources; unfortunately, not all of their employees are aware of this fact.
- Employees aren’t receiving your intended messaging about seeking mental health care—they don’t understand where or how to access care.
Organizations are investing in their employees’ mental health. But the investments are going unused.
Why are your well-intentioned efforts failing your employees? Because traditional approaches fail to get your people what they need, when they need it, in a way that’s easily understood. Benefits messages are discussed during open enrollment or at information sessions, but these aren’t the times your employees have a pressing need. Needs arise unexpectedly, at different times throughout the year. And in order to meet the increased demand for mental health care, employee engagement with the benefits you offer must increase, as well.
Mental health benefits that go unused or underutilized cost companies countless sums every year. And even more significantly, employees aren’t accessing the resources they need to be their best. With the current approach, everyone loses—your mental health benefits are failing your employees. It’s time for something better.
What does “something better” look like?
- 24/7 resources and guidance at key moments when your people are already thinking about their health and welfare.
- Benefits experiences that lead to better decisions and more prosperous futures.
- Avoiding costly employee confusion when they try to decipher or use their benefits.
In 2020, you invested in your employees’ mental health. In 2021 and beyond, let’s help employees choose, use and engage with these critical offerings—for their mental, physical and financial health.
This survey was conducted in March 2021 by SurveyMonkey on behalf of Jellyvision. It surveyed 100 HR leaders and 300 U.S. adults (ages 18+) who are currently employed.
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