Employees typically have unrestricted access to their employer-provided benefits plans. However, a great many employees still do not understand the benefits they have at their disposal. Without clear communication informing them of the benefits being offered, many employees lack understanding of the value they offer and will never participate.
This not only can result in less employee satisfaction with their benefits package but also wasted money on the employer’s end in providing the benefit. Employer-provided group plans require participants to be sustainable, and this means clear communication of the benefits being provided is a must. Here are a few strategies to use to improve your benefits communication and increase plan participation.
The traditional memo or email is not enough. Learn More
Instead, try including in-person presentations or video calls to inform employees of any changes to benefits. Also, require employees to inform HR that they understand these changes. Then perform a follow-up after a certain period of time to have managers perform team meetings to discuss employee benefits.
With most employers placing more of the burden on health plan costs and fewer employee pension plans, many employees may become disillusioned with the value of the benefits they do receive. As a result, it is important to communicate the value of the benefits they receive, such as the cost of the group insurance rates they receive vs. the cost of outside medical insurance.
Instead of completely changing your benefits package when participation is less than you expected, try making changes gradually. This will prevent employees from being overloaded with information and give time to determine what programs are successful or not.
Benefits are not just compensation; they are a commitment to the health and financial security of employees. Let employees know this in all of your communications in order to build trust and let employees know that you value them. This, in turn, will help build a sense of commitment among employees and make them far more likely to participate in employer-provided plans.
Knowledge is power, and learning is the first step. If you’re interested in more information on fair chance hiring, check out our resource, Adverse Action Notice Protocols in Compliance With FCRA