Our panel of experts discusses how data-driven insights and cultivating company culture are enhancing employee benefits and well-being in 2025.
Arianna Huffington
Co-Founder, The Huffington Post; Founder and CEO, Thrive Global
What is the main challenge HR professionals and managers are facing today when it comes to overseeing a hybrid workforce?
We now know an enormous amount about how stress and burnout affect us, both at home and at work. The science is clear that when we prioritize our well-being, we’re more creative, productive, and resilient, and we make better decisions.
Well-being isn’t just a perk; it’s a competitive advantage. There’s a direct connection between the health of a company’s bottom line and the health and well-being of every company’s most important resource: its people. So, in the same way that well-being boosts our immune system, culture serves as a company’s immune system, giving it the resilience to meet inevitable challenges.
Melissa Voigt
Group Vice President, Customer Success, WebMD Health Services
How is new tech making employee benefits more personal and effective in 2025?
We see great potential in using artificial intelligence (AI) to enhance the well-being experience. It’s going to allow us to provide unique data-driven recommendations to individuals based on individual health goals, such as exercise, nutrition, and mental health support. We’ll also be able to give users more information about their progress to keep them motivated and engaged.
Technology won’t be a replacement for the human touch we need when it comes to employees’ health and well-being, and we still need to be aware of the potential privacy risks and inappropriate use of health data. However, there is excitement about the possibilities of how AI will help us to offer the best well-being programs to participants based on their evolving health needs and interests.
What key insights can leaders gain from benefit data to improve employee well-being?
Using data about employee health gives us great insights into what employees want and need to live well across their whole lives. Together with our clients, we look at healthcare claims data and health assessment results to spot trends. For example, we may see a high incidence of stress in certain work locations and therefore recommend specific coaching programs.
We also use data on a macro level to see where well-being programs are working and where there are opportunities for improvement. By using data insights proactively, organizations can address issues before they escalate, ensuring their well-being programs maximize impact. Leaders can use data to track improved health risks in a population over time, and this translates into healthcare cost savings for the organization. Using data this way helps to justify the investment in well-being, which is critical for continuing leadership support of the well-being program.
Which tools are best for supporting and engaging remote and hybrid teams?
As a well-being provider, we know that it’s important to meet people where they are — both in terms of their desire to interact with a well-being program and, quite literally, where they’re spending time during the workday. So, we are starting to offer well-being solutions within these collaboration tools, such as Microsoft Teams. This way, there’s no need to switch between multiple platforms to engage with a well-being program. For example, employees could receive mental health support, fitness tips, and stress-relief resources in real-time without disrupting their workflow.
Having these tools at their fingertips is a boost for everyone, particularly remote workers, as this constant and easily accessible support system can combat feelings of isolation and help them feel more engaged and cared for.
Stacy Greiner
CEO, DailyPay
How is new tech making employee benefits more personal and effective in 2025?
Advances in technology in the human capital management (HCM) space are helping top employers build stronger relationships with their employees, facilitating positive engagement and easier communication. Employers also recognize the importance of offering impactful benefits to help their employees thrive in and out of the office.
For example, DailyPay’s worktech platform empowers workers to simplify and optimize their working lives, earn more, and better manage their money. This can range from having access to your earned pay before a scheduled payday to a credit monitoring solution to an international transfer product at your fingertips. It’s evolved as a must-have benefit for companies prioritizing employee financial well-being.
What key insights can leaders gain from benefit data to improve employee well-being?
Business leaders can gain key insights from benefit data to gain a competitive advantage in recruiting, retaining, and increasing worker productivity. Additionally, they’re prioritizing key issues including work-life balance, flexible work, pay arrangements, and communication. The goal is to connect employee well-being to drive measurable business outcomes, such as productivity and retention.
Why is company culture so important for employee well-being?
Company culture is a critical element for employee well-being because it directly impacts how employees feel valued and supported in and out of work. It’s important to be focused on your company mission and connect your culture to your mission. For example, at DailyPay we are driven to put customers first and are focused on continuously evolving our technology to best meet the changing needs of our customers. This mission permeates into our company culture and everything we do.
Jon Shanahan
President and CEO, Businessolver
How is new tech making employee benefits more personal and effective in 2025?
We’re witnessing a paradigm shift in benefits administration driven by AI and empathetic UX across every employee touchpoint, from mobile and web to AI-assisted human interactions. This, alongside advanced insights for HR, has elevated benefits personalization to a precision level.
For instance, if an employee asks about their deductible, AI can leverage user data to address the “question behind the question,” such as navigating benefits after having a child or planning for surgery. This proactive intelligence, along with the ability for employees to self-serve 24/7 from any device, ensures fast, quality resolution while delivering empathetic care at every interaction.
What key insights can leaders gain from benefits data to improve employee well-being?
Access to precision-level insights is a giant leap forward for HR administrators, enabling them to understand employee benefits needs, satisfaction, and sentiment, all in a single AI-supported environment. For example, our HR dashboard solution contains various AI-driven reports that offer real-time analytics and predictive recommendations for program optimization. It likewise integrates feedback and insights from employee surveys, offering a detailed view of satisfaction, benefits understanding, and program preferences. Another component is the ability to dissect the effectiveness of communication strategies, giving HR a marketing lens that enables targeted communications and a deep understanding of their effectiveness.
Which tools are best for supporting and engaging remote and hybrid teams?
We believe workplace flexibility is a key factor in our success. Since offering a fully remote option, we’ve seen double-digit growth and improved morale. Our State of Workplace Empathy study shows a consistent desire for autonomy: 94% of the U.S. employees surveyed view flexible work hours as the top way companies can demonstrate empathy, along with flexible work location (90%). We’re intentional about ensuring our employees are supported through regular surveys, 1:1s, support groups, and programs like “My Time,” which encourage personal time off. Consistent, transparent communication is also paramount to fueling connection and comradery in remote environments.
