Employee benefits constitute a large, complex, and ever-changing set of programs. Whether they are government mandated — such, as Social Security and Workers’ Compensation — or provided by the employer to help attract, retain, and motivate employees, they contribute to both employee welfare and the organization’s strategic objectives.
It’s Difficult for Employees to Keep Up with Benefit Changes and Increased Complexity
Benefits change over time, so there is always a topic, theme, or issue of importance that leadership wants employees to better understand and appreciate. HR strives to keep up with explanations for the growing number and complexity of benefits, but inevitably some employees misunderstand what they are entitled to, or how to make the most of the benefits they have. Benefits are often misunderstood even when they have been explained during the open enrollment period. So, what is the alternative?
An HR Partnership Continually Educates Employees
HR leadership in one organization welcomed us as a resource to help ensure accurate, consistent message delivery to each employee on an individual basis. Annually, over several years, we covered a wide range of subjects related to employee wellbeing and the organizations goals and objectives. Messages included compensation, 401(k) savings, payroll conversion, HRA participation, dependent verification, wellness, customer service and safety, to mention only a few.
Over several years of this program, we met one-on-one with an average of 86% of the organizations, several thousand employees. Every message employed a customized, interactive multimedia program, which guaranteed employee engagement. Each customized message increased their understanding of what a benefit such as the organization’s 401(k) plan or HRA meant to them personally, or how customer service or safety affected the department they worked in.
Offering a Voluntary Benefit Covered Costs and Increased Employee Wellbeing
At the conclusion of each employee meeting, counselors offered them voluntary benefits that supported the client’s core benefits plans. Benefit offerings included Life Insurance with Long-Term Care, Disability Income, Accident Insurance and a Critical Illness Benefit. On average about 50% of employees enrolled in the benefit being offered, allowing this communication service to be provided at no cost to the organization.
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