It can be difficult to find the right employee for an open position. It takes time to read resumes and conduct interviews. What is more frustrating is losing talented candidates to the competition. Employers can gain ground against the competition by beefing up their benefits.
This does not mean only medical and dental. The current generation is tech-savvy and well versed in a variety of devices. They use smartphones, tablets, and desktop computers on a regular basis. If a potential employer cannot offer that same experience, the candidate may look elsewhere.
Many employees feel like their workplace is behind the curve when it comes to technology. Their thought process is they could be more productive and better enjoy their work if they had access to the latest technological advances in their industry. For example, an individual who works in web design should have access to a desktop, tablet, and mobile device to be able to test responsive design websites. Without adequate technology, they cannot perform their job to the best of their ability.
Employees today make a rapid-fire decision on if they will stay with their employer for the long term or not. Offering the latest technology as a benefit can improve your competitive hiring practices. Retaining employees helps save the company time and money that would be otherwise spent recruiting and training new individuals. To learn more about using benefits as part of your hiring strategy, contact Chelten Consulting.
Human Resources professionals and employees agree: current benefits communications strategies are not working. Less than a fourth of HR professionals believe their employee benefits communication efforts are very effective. Even fewer employees feel they have enough information to make knowledgeable decisions when it comes to their benefits.
So what can an employer do to improve their benefits communications? Check out the tips below to find out.
Avoid Information Overload
If your go-to method of disseminating benefits information is emails and stacks of printouts right before open enrollment, you need to rethink your approach. Too much information at once overwhelms and confuses employees. This leads to poor engagement and leaves many employees stumped on which benefits are best for them.
Instead, employers should distribute information year-round in small and easy to understand formats. Employers can review one benefit at a time and provide a period for employees to ask questions. By guiding them through their benefits one step at a time, you are not leaving them to muddle through a quagmire of information on their own.
Go Beyond the Written Word
Relying on emails and printouts to distribute benefits information is easy but ineffective. Most employees receive a multitude of emails on a daily basis. Employers do not want to run the risk that their employees will forget or lose these important emails.
Instead, employers should schedule meetings with their employees. This will give them the opportunity to address concerns. Some employers are even bringing in benefits experts so employees can ask their questions in a one-on-one setting.
Leverage Social Media
Internal social media platforms are a great way to communicate benefits and increase employee engagement. However, very few companies are seizing upon this opportunity. Internal social media channels can remind employees about benefits events, open enrollment deadlines, and more. The primary benefit is an increase in employee awareness about their benefits.
Many HR professionals and employers know that improving benefits communication is crucial to increasing employee engagement and understanding of their benefits. However, it can be difficult to implement these changes. Contact the experts at Chelten Consulting to learn how to improve your benefits communication strategy.
One of the most common and challenging goals for human resources departments is increasing levels of employee satisfaction with health plan options. In a vacuum, this should prove a simple task – but it’s equally important to control costs. One of the best solutions to balance these often-conflicting ideals is to borrow a page from the book of senior healthcare. Seniors obtain GAP coverages that allow them to select which areas they find likely to need additional care. This allows them to obtain relatively little coverage in other, less relevant areas. The strategy reduces the cost of the program while keeping an astounding 94% of senior satisfied with their coverage.
But GAP coverages aren’t exclusively for seniors. Leveraging this model is possible in a wide variety of different organizations and coverage paradigms. The best bet to control employer costs and employee costs is to start with relatively bare plans – bronze or MEC (minimum essential coverage). This helps to reduce excessive coverage for any plan participants. Then participants can elect individual GAP coverages to enhance their plan, making it suit their needs while also improving their understanding/familiarity with it. This can not only help to control costs and increase employee plan satisfaction, but also reduce the burden of benefits communications procedures – especially useful in larger organizations.
To learn more about improving employee plan satisfaction while controlling costs, contact us.