韦莱韬悦-2017全球福利态度调查（英文版）-2017-30页_3mb

2017 Global Benefits Attitudes Survey Summary

Core Content

The Willis Towers Watson Global Benefits Attitudes Survey (GBAS) highlights the evolving expectations of employees regarding benefits, emphasizing the need for security, flexibility, and choice. The survey, conducted across 22 markets with over 31,240 respondents, reveals how economic, demographic, and technological changes are reshaping the employee benefit landscape.

Key Findings

• Benefits matter more than ever: Employees, especially younger workers, are seeking more choices and flexibility in their benefit programs. Those with choice are twice as likely to feel their benefits meet their needs.
• Financial concerns are widespread: Over $60% of employees rely on employer retirement plans as their main source of retirement savings. However, financial satisfaction has declined in most countries, with the U.S. seeing a 13 percentage point drop from 2015 to 2017.
• Health and well-being are critical: Employees are increasingly aware of the impact of stress and mental health on their well-being. Nearly $30% of employees report severe stress, anxiety, or depression in the last two years.
• Retirement confidence is low: Almost two-thirds of employees believe they will be worse off financially in retirement compared to their parents. Many are planning to work beyond age 70, particularly in countries with less generous public retirement systems.
• Financial well-being is a priority: Employees who are financially struggling are more likely to report poor health and high stress. They are also less engaged and more presenteeist.
• Employee engagement in well-being programs is low: While many employers have introduced well-being initiatives, only around one-third of employees feel these programs have helped them live healthier lives.
• Employers are rethinking benefit strategies: There is a growing focus on offering a broader range of benefits, including financial protection, insurance, and paid leave, while also improving the delivery experience through technology.

The Changing Benefit Landscape

• Shift to defined contribution (DC) plans: Many countries are moving from defined benefit (DB) to DC retirement models, increasing financial responsibility on employees.
• Rising health care costs: Health care expenses have outpaced general inflation, leading to higher employee cost-sharing.
• Aging populations and public finance constraints: Governments are reducing public retirement benefits, pushing more responsibility onto employers and employees.
• Technological innovation: Digital tools are enabling more flexible and personalized benefit delivery, improving engagement and reducing administrative costs.
• Multi-generational workforce: Different generations have distinct financial and retirement priorities, requiring employers to tailor benefits accordingly.
• Financial well-being initiatives: Employers are expanding programs that support budgeting, debt management, and emergency funds.

Business Case for Employee Well-being

• Poor health and financial stress impact performance: Employees with poor health and financial worries are more likely to be absent, disengaged, and stressed.
• Employers benefit from employee well-being: Supporting employee health and financial stability can improve productivity, reduce absenteeism, and enhance work engagement.
• Holistic approach is necessary: Addressing employee challenges requires a comprehensive view that includes physical, emotional, financial, and social well-being.

The Benefit Deal: Employee Perspective

• Core benefits are appreciated but not sufficient: While employees are generally satisfied with their core health and retirement benefits, less than half feel their overall package offers enough choice and flexibility.
• Employee preferences vary: Those with financial worries prioritize health and retirement benefits, while others show interest in non-traditional benefits like voluntary insurance and paid leave.
• Technology enhances benefit experience: Online tools and platforms are enabling more personalized and engaging benefit experiences, aligning with employee expectations.

Conclusion

The 2017 GBAS underscores the need for employers to redefine their benefit programs to better meet the diverse needs of their workforce. With increasing financial and health concerns, choice and flexibility are key drivers of employee satisfaction. Employers must also focus on well-being initiatives that are engaging, integrated, and responsive to the changing economic and social environment.