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But, once a few people are willing to step outside the box, and they have a good experience, others start to take notice.

Several Strategies to Consider Danhart recommends a variety of strategies to improve feedback loops, including: Social listening (monitoring social media platforms and online forums);Data analytics (leverage listening tools to analyze employee data and identify patterns or trends);Focus groups (also a great tool to utilize as new total rewards programs are being designed);Persona development (creating different demographic profiles to tell the varying stories of your people);Continuous feedback channels (regular check-ins, suggestion boxes or anonymous feedback platforms can encourage people to share their wants, interests and needs on an ongoing basis); Another strategy DeBellis finds particularly effective is conjoint analysis, which leverages input from individual employees about trade-offs they would hypothetically make in their rewards packages.

“Provide reminders of benefits, programs and resources through newsletters [and communication notices], and by leveraging vendor partners,” she said.

You’ve listened to vendors, distributed wearable health trackers , set up incentive awards and sent emails reminding employees how to download that meditation app.

Amid all that, they’re also judging vendor fatigue, which global benefits teams are now facing.

“When Knowledge Work and Analytical Technologies Collide: The Practices and Consequences of Black Boxing Algorithmic Technologies.”

Companies may need to educate employees that they too are feeling the pain and impact of rising prices, citing specific vendor price increases that cannot be passed along, as well as the financial impact of their rising energy costs.

It’s an industry that checks many boxes for Horinek, who thrives both socially and analytically.

“It will take some time to iron out which services work best in which settings, determining the optimal use of telehealth and virtual visits, but I don't see any efforts to put it back in the box,” Miller said.

Stella noted a shift in perspective from performance management to performance enablement, where organizations offer growth-focused conversations rather than simply checking a performance review box.