______
For years, companies have struggled with getting employees to read and really pay attention to benefits materials. Then the global pandemic arrived, putting the spotlight on employee benefits. People began to focus more on their benefits package. What’s covered by my medical plan? What resources are available through the Employee Assistance Program (EAP)? How much should I be saving in my 401(k)?
According to a recent survey by Voya Financial, 66% of employees now want their company to provide more benefits information outside of open enrollment, with 78% of millennials desiring workplace benefits communications throughout 2021.
With growing interest in benefits information, it’s critical to have a year-round employee communications strategy. Here are 5 tips for getting started.
- Prioritize plans: While health care benefits will clearly top the list for most employees, it’s worth doing a pulse survey to have employees rank what plans/programs they most need and value. Their input will help you design a more targeted and effective communications plan.
- Target your audiences: Chances are you have a multigenerational workforce – Boomers, Gen X, Millennials and Gen Z – so your plan should include formal and informal channels that leverage both electronic and in-person touchpoints.
- Think grab and go: Studies show that our collective attention span is getting shorter. Provide bite-size content that combines eye-catching visuals with concise, scannable text. Infographics and short videos are popular formats for conveying details. Also, consider posting benefit plan information on your intranet or extranet, using adaptive design that employees can view from any device.
- Provide decision-making tools: The Voya survey indicated that 73% of employees are interested in support and guidance tools that help them understand how much money to put aside for retirement, emergency savings and health care expenses. Offer online tools that help them make decisions and choose plans that best meet their needs and priorities.
- Avoid communication traffic jams: Compile a master calendar to help you track which communications employees are receiving within the company — from across all departments, not just HR and benefits, as well as from external vendors. That way, you can strategize timing and avoid launching your new wellness program when your compensation team is rolling out salary structure changes.
“77% of employees now want their company to provide more benefits information outside of open enrollment.”
While providing benefits communications year-round requires more planning and resources, the upside is that you’re now connecting with a more receptive audience. Seize this opportunity to show employees how much your organization values them and invests in their health, wellbeing and overall quality of life.
Social
