Costs and needs around education can play a significant part in the financial health and well-being of employees at all levels of an organization. This year in particular, back-to-school season finds us in uncharted territory, as questions remain about how the delta variant, shifting workplace demands, and an uncertain school year can safely coexist.
As a result, there is likely a lot of anxiety among working parents in your ranks.
For those organizations
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Whether they are preparing to send children back to school, packing a recent grad off to college, or managing their own educational costs, this is a chance to provide lasting value — while also boosting retention and motivation.
A strong first step can be to simply acknowledge today’s realities and unique challenges — even a simple email that says you understand that this is a stressful time and lays out ways employees can access support through your workplace benefits can be a significant source of relief.
In addition to school-focused benefits like
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Then, help your employees think outside the
LinkedIn research shows that while people of all ages feel motivated to learn in a social environment with their colleagues, they also want a personalized experience that serves up what they need, when they need it. Keep this in mind as you put together educational initiatives to get employees curious and excited about plugging into what your company has to offer.
Of course, the back-to-school season also comes with more immediate, practical needs — especially this year. As the Centers for Disease Control and Prevention notes, schools play a key role in keeping students safe as they learn, while freeing up adults to go to work. But what happens when a pandemic disrupts the rest of the community infrastructure that supports school-aged children and their parents?
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Since the CDC has made it clear that in-person K-12 school remains a priority, your employees may need extra help if their wider support system isn’t back to pre-pandemic normal. One way to add value is to help employees understand current guidance from health officials and local government, while accessing support from your workplace benefits. Consider focusing communications around these key areas:
Health & safety: While many children are not yet eligible for a vaccine, your employees likely are. If you haven’t already, clarify your company’s policy around vaccinations and return to work — and how you’ll continue to update your stance in light of any changing circumstances.
Flexible work arrangements: Your employees will wonder about schedule flexibility as they confront challenges at home. Update and broadcast your flexible or hybrid work policies and help managers prepare for individual conversations and unorthodox asks.
Back-up support: Many parents are overwhelmed with juggling childcare and work even under the best of circumstances, and the pandemic has upped demand for childcare/eldercare assistance. Highlight any benefits you have in this area, including back-up care or educational support that can help families cover gaps.
Mental health: A survey from the Morgan Stanley Alliance for Children’s Mental Health found that almost half of U.S. teens are concerned about social anxiety in transitioning back to normal life, and 43% report they are concerned about mental health challenges as a result of the pandemic. Make sure your employees know about any workplace benefits that can help provide mental health support as they and their families navigate these challenging times.
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Taking a holistic view of how workplace benefits can support the entire range of education needs — whether for an employee’s own education or when planning to support a loved one — is a great way to meet “people where they are” and help them build a better future for themselves, their communities, and your company.
