As businesses in India race to adapt to the evolving needs of a diverse and dynamic workforce, one of the key areas of focus is employee benefits. This critical topic took center stage during the second panel discussion at Employee Health-Con 2024. The discussion was led by Mang Kipgen, Client Servicing and Retention Head at Pazcare, Syed Ummer, Senior HRBP at Randstad , Chetan Yadav, CHRO at Cashfree Payments, Swarnima Bhattacharya, Co-founder at Gytree.
The session unraveled the changing landscape of benefits, the role of flexibility, and how organizations can innovate to meet employee expectations.
Technology: The Game-Changer in Employee Feedback
The discussion opened with emphasis on how technology has redefined employee feedback collection. Drawing from his experience, Mr. Syed shared a case study on how his organization had revolutionized the employee survey process by using cutting-edge tools.
“Traditional surveys used to be limited to HR teams, and by the time analysis was complete, the feedback was outdated. Today, with technology, surveys are real-time and dynamic. For instance, if an employee answers a question ambiguously, HR or managers can follow up anonymously for clarity while the survey is still active. This ensures we get accurate, actionable data instantly.”
He explained how this approach allows organizations to act on issues in real time, rather than waiting months to implement changes. By embedding action plans into the same platform, employees can also track progress on their feedback, fostering transparency and trust.
Personalization and Flexibility: The Future of Benefits
The conversation naturally moved toward the need for flexible and personalized benefits, a theme echoed by all panelists. Mr. Chetan highlighted the challenges of designing benefits for diverse teams, particularly in startups and younger organizations:
“One size doesn’t fit all. Employees at different life stages have different needs. For instance, a young professional may prioritize a gym membership, while a senior employee may value parental health insurance. The key is to offer flexibility—let employees choose what works for them within a defined benefits budget.”
Chetan also emphasized the importance of empowering employees with choice and convenience. He shared an example of how Cashfree Payments implemented a flexible benefits plan, allowing employees to allocate their benefits budget toward options like health insurance, OPD coverage, gym memberships, or mental wellness plans.
This approach, he explained, aligns benefits with individual priorities, ensuring employees feel valued and supported.
Small Organizations: Punching Above Their Weight
For smaller organizations, offering comprehensive benefits like Fortune 500 companies can be daunting. A question from the audience addressed this challenge, asking how startups can compete with larger organizations that have significantly higher budgets for employee benefits.
Chetan responded with a compelling perspective:
“The solution is not to match big companies in spending, but to outdo them in flexibility. For example, a small organization may not afford a high insurance cover, but it can partner with the right vendors to offer modular benefits. Employees could customize their coverage, opting for self-only insurance, or using unused portions of the budget for other options like professional upskilling or gym memberships. Flexibility is the great equalizer.”
Adding to this point Mr Syed weighed in this sentiment, adding that smaller organizations also have the advantage of agility. Decisions and policy changes that may take months in larger organizations can be implemented in days or weeks in startups.
“Being a smaller organization allows us to turn around faster. For instance, when we partnered with a mental health provider, we gave employees the option to nominate family or even friends for counseling. This level of inclusivity and flexibility makes a big difference.”
Health Care: Meeting Diverse Needs
Swarnima Bhattacharya, Co-founder at Gytree specializes in women’s health, provided valuable insights into how organizations can approach health care benefits with sensitivity and personalization. She emphasized that health care needs are unique and vary based on factors like age, gender, and life stage.
“For women, for instance, life-stage-based health care is critical. Young professionals may focus on menstrual health or fertility, while midlife employees might need support for menopause or hormonal health. Tailoring health care to meet these needs is vital for inclusivity.”
She also shared an example of how Gytree partnered with a company where over 60% of women employees were above 45. The organization introduced menopause awareness programs, which were not only well-received but also created a ripple effect of trust and appreciation among employees.
Real-Time Data and Managerial Impact
A key point raised during the session was the role of managers in creating a healthy workplace. Mr. Syed shared how technology is now helping organizations identify areas where managers need support:
“Technology allows us to pinpoint which teams or managers are facing challenges based on employee feedback. We can use this data to mentor managers and help them align with the organization’s vision of health and well-being. It’s about turning data into actionable insights.”
He also stressed the importance of training managers to be active participants in employee well-being, citing how they can make or break the success of any wellness initiative.
Takeaways for Leaders: How to Evolve Benefits in 2025
The session ended with a lively Q&A, where panelists shared actionable insights for HR leaders and entrepreneurs looking to build impactful benefits programs. Here are some key takeaways:
- Flexibility is Non-Negotiable: Whether it’s health insurance, learning budgets, or gym memberships, offering employees choices ensures they feel empowered and valued.
- Technology is the Enabler: From real-time feedback tools to digital learning platforms, technology can simplify processes and create impactful experiences.
- Small Steps Have Big Impacts: Even smaller organizations can compete by offering agility, inclusivity, and personalization.
- Health Beyond the Basics: Companies need to think beyond traditional insurance to include preventative health care, mental wellness, and family-focused benefits.
- Managers Are the Key: Leaders must train and mentor managers to align with organizational values and drive health and wellness initiatives effectively.
The panel discussion underscored a central truth: Employee benefits are no longer just about compensation; they are about showing employees that they matter. As Mang aptly summed up:
“Happy, healthy employees are productive employees. Flexibility, personalization, and inclusivity are the pillars of a future-ready benefits strategy.”
Employee Health-Con 2024 left participants with a renewed sense of purpose and practical strategies to reimagine benefits, foster well-being, and create workplaces where employees thrive. As the workforce continues to evolve, so must the organizations that support them.
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