2017全球福利现状调查报告（英文版）_30页-3mb

2017 Global Benefits Attitudes Survey Summary

Core Content

The 2017 Global Benefits Attitudes Survey (GBAS) by Willis Towers Watson highlights the evolving expectations of employees regarding benefits, emphasizing the need for more security, more flexibility, and more choice. The survey reflects a global shift in how employees perceive and value benefits, influenced by economic conditions, technological advancements, and changing workforce demographics.

Main Findings

• Benefits matter more than ever, with employees, especially younger ones, demanding more choice and flexibility in their benefit programs.
• Financial well-being has emerged as a key concern, with many employees reporting financial insecurity and a lack of savings.
• Health and well-being are increasingly prioritized, with a growing focus on mental health, stress, and chronic conditions.
• Retirement confidence has declined, with over two-thirds of employees fearing they will be worse off financially in retirement compared to their parents.

Key Trends

1. Shift to Defined Contribution (DC) Arrangements

• Defined benefit (DB) plans are being phased out in favor of DC models, transferring financial risk to employees.
• DC models are also affecting health care provision, but insufficient savings and low interest rates are causing concern.

2. Rising Healthcare Costs

• Healthcare costs have risen far beyond general inflation, prompting employers to shift more financial burden to employees.
• Copayments and deductibles have increased, and employees are calling for more cost-effective and flexible health solutions.

3. Aging Populations and Public Pension Reforms

• Governments are tightening public pensions due to aging populations and weak finances, pushing employees to rely more on private savings.
• Retirement age is increasing in several countries, with some employees expecting to work until 70 or later.

4. Technological Innovation in Benefits

• Technology is enabling more personalized and integrated benefit delivery, allowing employees to choose and manage benefits online.
• Employers are using new platforms to enhance engagement and provide more flexibility.

5. Focus on Health and Well-being

• Employers are recognizing the importance of health and well-being, especially mental health and stress management.
• Well-being programs are being introduced, but employee engagement remains low.

6. Financial Well-being as a Priority

• Financial insecurity is a major issue, with many employees struggling to save and facing high levels of stress.
• Over 40% of employees are dealing with both health and financial challenges, which negatively impact performance and engagement.

7. Employer Responsibility in Employee Well-being

• Employers are under pressure to support employees in both health and financial well-being.
• There is a growing business case for investing in employee well-being, as it affects productivity, engagement, and retention.

Employee Perspectives

Financial Worries

• 41% of employees are not worried about their finances.
• 29% are worried about the future.
• 10% are worried about the present.
• 20% are struggling with both short and long-term financial issues.

Health and Well-being

• Employees are increasingly aware of the links between health and productivity.
• Poor health is associated with more absences, higher stress, and lower engagement.
• Only around one-third of employees feel their employer’s health and well-being programs have helped them live healthier lives.

Benefit Preferences

Employees generally appreciate core benefits such as retirement and health care, but desire more flexibility and choice in their overall benefit package. The survey identifies the following benefit categories as priorities:

• Retirement plans: Income at retirement.
• Financial well-being: Budgeting, debt management, emergency funds, workplace savings.
• Health care: Employer-provided insurance.
• Health and well-being programs: Discounts for gyms, nutrition courses, onsite health services.
• Life insurance: Protection for critical illness, disability, or accident.
• Dental and vision plans: Coverage for these services.
• Other insurance: Voluntary options such as travel, auto, and funeral insurance.
• Paid time off: Vacation and sick leave.

Employee Engagement and Technology

• Employee engagement in well-being programs is low, with only 53% expressing satisfaction.
• Technology is playing a crucial role in improving engagement by enabling personalized benefit choices and streamlined access.
• Employers are increasingly using online tools and apps to help employees manage their benefits more effectively.

Business Case for Benefits

• Employers are realizing that employee well-being is not just a moral or social responsibility but a business imperative.
• Employees with more choice and flexibility are more than twice as likely to feel their benefit programs meet their needs.
• Poor health and financial stress are strongly linked to lower engagement and higher absence rates.

Conclusion

The 2017 Global Benefits Attitudes Survey underscores the need for employers to rethink their benefit strategies in light of changing employee expectations and economic realities. A holistic approach to employee well-being—encompassing physical, emotional, financial, and social aspects—is essential. Employers must balance cost-effectiveness with employee satisfaction, and leverage technology to enhance the benefit experience and engagement.