Benefits professionals play a critical role in leading their teams through periods of uncertainty. Whether driven by economic shifts, political/regulatory changes, or a global crisis, uncertain times can heighten employee stress, reduce morale, and impact productivity. Now more than ever, workers look to their employers for stability, empathy, and meaningful support. For HR pros, this presents a unique opportunity to strengthen employee trust, promote well-being, and reinforce organizational stability.
Supporting employees during challenging periods generally requires more than just maintaining current benefits; it often calls for thoughtful adjustments, clear communication, and a focus on mental, emotional, and financial health. What follows are three actionable ways benefits pros can meet the moment and help employees feel valued and secure even when the future feels unclear.
Key Points
• During uncertain times, employees often turn to their employers for reassurance and support.
• Provide clear, helpful, and compassionate communication to reduce stress and confusion.
• Use multiple communication channels to ensure all employees receive vital information.
• Review and offer voluntary benefits to address employees’ diverse needs.
• Consider financial wellness benefits that help workers manage short-term needs without sacrificing long-term security.
1. Make Sure Communications Are Honest and Accurate — and That They Reach Everyone
During uncertain times, it’s important to remain as open and transparent as possible with your team. This helps normalize what employees may be feeling and fosters a supportive environment where workers feel connected and reassured, even if the future is unpredictable.
Be Honest
Research shows employees engage more if they think company communications are honest. That means it’s OK to tell employees management is still looking into a change or isn’t sure exactly when a new policy will be implemented. In uncertain times, it’s better to keep in touch. Employees are looking to you for leadership, but they also want to be in on the process when changes are taking place. What’s more, giving employees honest updates can avoid the need for damage control later.
Be the Voice of Reason and Compassion
Your employees are likely overloaded with news and information, some of which may be contradictory and confusing. It’s important that your communications stay on top of breaking news and add a clear, helpful, and understanding voice to the discussion when events impact the company, the employees, and benefits.
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Take a Multi-Channel Approach
While email is generally still the most common way to communicate with employees, you also want to use mobile and social media to help ensure that all employees see vital communications no matter where they are or what their work situation may be. This will be, literally, reaching out to your employees where they are.
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2. Review Your Voluntary Benefits
In times of uncertainty, employees may look to their employer for a shoulder to lean on. Many HR professionals recognized this during the Covid-19 crisis and responded by offering a variety of flexible benefits that helped employees solve their short-term financial challenges while also assisting them in building a stronger future.
Research shows that more employers are offering voluntary benefits across a wide spectrum of needs. According to a 2024 survey by national insurance and financial services firm Alera Group, 50% of organizations now offer voluntary/supplemental benefits. The most popular add-ons include supplemental health insurance policies (e.g., critical illness, accident, and long-term care), followed by pet care, identity theft protections, and legal benefits.
Whatever combination of flexible or voluntary benefits you may be considering, you’ll want to be sure it fits your workers’ demographics and pressing needs. A variety of well-chosen benefits can help your employees face their specific challenges while also reducing stress and calming nerves during any period of uncertainty.
3. Help Employees Balance Short-Term and Long-Term Financial Well-Being
In uncertain times, a flexible financial well-being approach that includes the short-term benefits employees need to make it through is more important than ever. That’s why so many employers have introduced the types of benefits that employees feel are most relevant to their current financial concerns. Those may include emergency savings programs, homeownership benefits, and student loan repayment programs, to name just a few.
But this doesn’t mean that the importance of retirement savings and other long-term benefits should be diminished. Far from it. The security of knowing long-term retirement savings is in place can help add to employees’ overall financial well-being, especially during tumultuous times. Through effective communication and education programs, HR professionals can help employees balance short-term and long-term financial needs and goals.
It’s essential in times like these to try to help employees feel — and be — secure. These strategies may help you and your company continue to improve financial well-being during both calm and more tumultuous times.
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