Keeping pace with the rapid expansion of digital technology in the wake of the COVID-19 pandemic, Singapore has emerged as a paradigm for seamless technological integration into everyday life. Ranked first in the world for internet availability, research shows that nearly 90 percent of the population in Singapore uses a smartphone compared to just about three-quarters globally.
To better contextualise this regional enthusiasm for digital technology, a recent survey of nearly 1,000 Singapore residents found that nearly three in five respondents believe that mobile devices and apps are the “most important tools they have to help them live well for longer and get the most out of life.” Quite the glowing review.
To that end, additional survey results found that a demonstrable majority of respondents (~70 per cent) rated themselves as “proficient” if not fanatical users of mobile health apps and interactive health websites—with many expressing a hunger for more: As per the latest Great Expectations Global Employee Research Report from Benefex, more than a third of workers in Singapore want better technology-based benefits from their employers, citing the desire for more choice and flexibility, the need for confidentiality and privacy, stronger relevancy and personalisation of benefits, and—as cited by more than 90 percent of respondents—the demand for “one place for all benefits, content and resources.”
Stigma Reduction and Ubiquitous Support: The Benefits of Digital Wellbeing Solutions
What’s so interesting about this care for digital benefits is the fact that, despite these rather salubrious sentiments, findings from the Institute for Mental Health suggest that nearly 87 percent of Singapore employees do not seek help for their mental health due to the stigma that’s attached to it—thus implying that technology-based interventions, rooted in security, confidentiality and optional anonymity, are a welcomed work-around to the issue of stigma.
Furthermore, the rationale driving employees’ desire for digital benefits indicates that such solutions can offer a broader range of support than traditional services. For instance, survey responses from the Economic Impact report showcase some of the areas in which employees attest that digital technologies have had a positive impact, which include their:
- Financial situation
- Mental health
- Physical fitness
- Relationships
- Professional development
- Life and career satisfaction
- Work-life balance
- Stress levels
Regarding the ways in which they use digital solutions to look after their health and wellbeing, employees cite health monitoring (e.g., physical fitness, diet, sleep, blood pressure, stress, alcohol consumption), self-diagnosing, chronic disease management, and interacting remotely with care professionals as instrumental to their ability to do so.
And unlike with more traditional services, where it’s harder to “shop around” for the right support, employees express deep appreciation for the ability to peruse available services and resources as needed to locate the help that’s right for them—whether that’s emotional (e.g., counselling), practical (e.g., life coaching, dependent care, legal and financial), physical (e.g., wellness coaching), or clinical (e.g., substance abuse, trauma) support—anytime and anywhere.
Implementing Digital Solutions in the Workplace
That said, when it comes to implementing digital solutions in the workplace, there are a few tools that come to mind—especially when it comes to meeting Singapore employees’ needs and interests. These include:
- An online platform or “hub.” With such a platform, which satisfies the demand for one place where employees can locate and access all the resources at their disposal, employees have on-demand, 4/7 access to fact or tip sheets, webinars, videos and other content related to various health and wellness topics—all of which are available in multiple languages. This allows employees to find educational or instructional support that allows them to take care of their health autonomously and privately.
- A mobile wellbeing app. Through the implementation of a wellbeing app, employees have 24/7, one-touch access to various services and resources—like the online hub—as well as 24/7, confidential access to professional wellbeing support via telephone, text messaging or video. This provides employees with multiple pathways for connecting with support, which increases utilisation and works around the barrier of stigma. In addition to counseling support, employees may also have access to self-help resources, such as curated, self-guided wellness programmes that allow them to choose and achieve their goals at their own pace—with a simple way to track their progress.
- Live chat software. Recognising the growing preference for text-based solutions as opposed to video or telephonic ones, another great tool to have as part of one’s wellbeing strategy are live chat solutions that allow employees to confidentially message with live clinicians, counsellors or chatbots to receive in-the-moment support and referrals for additional care or aid. This type of solution should also leverage AI-enhanced technologies to streamline the process for receiving assistance and expedite the time it takes for users to be relieved of their concerns.
As rapid digitalisation continues to take the working world by storm, demands from employees for the best and most efficient digital tools are only going to grow. In the same way, whilst digital wellbeing solutions are not at all intended to supplant traditional wellbeing programmes, they are only going to become more integral to an employer’s overall strategy as the years—nay, months—go by. By investing in these digital solutions early on, employers will not only successfully keep up with the changing world—and thus keep their organisations afloat—but will also demonstrate to their employees that they are seen, heard and valued—which, of course, will only further promote their wellbeing in the workplace and beyond.
