Wie erstellen Sie eine überzeugende Benefits-Story für Ihre Mitarbeiter? (2024)

Benefit consultants and brokers are great ways to understand available options and best fit for your staff (occupations, demographics, lifestyle, regional needs). They can also provide benchmarks against similar employers in your region and industry. Be mindful that many benefits factor in employee count. For example, if you have 200 employees, it may not make sense to compare your benefits to a competitor with 5,000 employees. Insurance companies use size as a factor in determining benefit amounts, features and cost. Ask your broker to be mindful about comparing your program to others with similar industries AND of similar size to set realistic expectations about what benefit providers will support.

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Designing benefits for a multigenerational workforce starts with understanding your employees' diverse needs and preferences. Gather insights through surveys, focus groups, and data analysis to understand their challenges, goals, and communication preferences. Tailoring your benefits communication to address the specific values and motivations of different age groups ensures relevance and effectiveness. Personalize your approach to meet the unique expectations of each segment, enhancing employee engagement and satisfaction across your workforce. #EmployeeBenefits #MultigenerationalWorkforce #HRStrategy #PersonalizedCommunication #WorkplaceDiversity

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Knowing how employees needs change and the life cycle of your current employees is key to reaching your audience. Sometimes employers distribute survey without reviewing the demographics first. Certainly the needs of a workforce in their 20s is vastly different than those in their 30s. I think you get my point here

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Company culture should drive the design of your employee benefits package. Growth mindset companies need benefits that reflect the abundance mentality: mental health supports, self care paramedical coverage and virtual medicine. However, cost-prudent companies may instead focus their dollars on life sustaining coverage such as a strong long term disability package and less drug copays.

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A value proposition goes far beyond a catch phrase. How much time, effort and advocacy will tell employees far more about how much companies care about them than a slogan. We focus on putting forth the effort with materials that the employee and their families can access, webinars and 12 month text and email communications.

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Very rarely should the channel be paper! We focus on a hosted benefit guide that can be accessed by the employee and also their family. This is live all year for access when they need it as well as their families. The URL is usually similar to the companies but a .Healthcare rather than .com. We make these non-searchable by google and sometimes password protected. In addition we're sending contact cards to our advocacy team via text messaging. There is an annual planned 1-2x a month SMS campaign and an email campaign. While this system let's them learn about benefits, a benefits administration system like Employee Navigator gives them a simple place to check or change enrollments. Check out TruHu for an easy to use platform.

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Once you define your value proposition, choose the right channels and formats to effectively communicate it to your employees. Utilize a mix of email, intranet, newsletters, videos, podcasts, webinars, brochures, and posters, tailored to fit your audience's preferences and learning styles. Consider the frequency, timing, and tone of your messages to ensure they are consistent, engaging, and delivered when most impactful. This strategic approach helps ensure that your benefits communication resonates and is accessible to all employees. #EmployeeCommunication #HRStrategy #BenefitsEngagement #MultichannelMarketing #WorkplaceCulture

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In our agency we use story telling to highlight examples of how certain features can benefit them. This can sometimes by programs like international RX sourcing (no copay for member), Centers of excelence (no cost services at speciality facilities) or how working with the plan can help them measure cost and quality where they could not otherwise. Often after a successful case study we ask if they would be comfortable of putting out the success (de-identified) out to the team via our communication campaigns. It's almost always a yes and the employee will often do the storytelling for you!

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With the advent of Virtual meeting prominence, storytelling has become even more important when educating employees about their benefits. The annual in-person open enrollment meetings were painful enough without storytelling, it's only worse with a black screen instead of a face. Teach your benefits presenters techniques to get participants, not only attentive, but participatory. The more employees UNDERSTAND their benefits the more they will APPRECIATE them. And that's what we are all going for...right?!?!

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Smaller employers may not experience employee absence through poor wellbeing for many years. Yet when that moment arrives the impact on a smaller organisation is often much more significant than for a larger company with greater resources.It follows that it is REALLY important for smaller employers to help their employees understand the need for employee benefits support and how to access such support when needed.Those smaller employers should therefore "borrow" stories from their larger competitors to show how employee benefits can help, and to ensure that employees appreciate and use the benefits provided.Many employee benefits providers will also have a library of such stories if needed - so don't be afraid to ask for their help.

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