A Good Benefits Education Strategy Can Boost Engagement
What’s the point of having the best employee benefits program in the world if no one really understands how to use it?
According to a recent study, helping employees make better benefits decisions is the second most important strategy behind making plan design changes to reduce costs. So, where do you begin? Or better yet, how do you make sure that your education strategy is effective?
Let’s agree that your benefits education strategy should be ongoing and tailored to fit the various learning styles that may exist within your employee population. Make it known to employees how much you value them and care about their welfare upfront. The concept of a total rewards statement isn’t new and is a great way to communicate the value of benefits as a percentage of total compensation. Let’s take it to the next level.
A great place to begin is by explaining to your employees that they have an important role in understanding the importance of their total package and offer incentives to increase their knowledge, similar to how they’re incentivized to advance their careers. Create a benefits educational program to augment your career development and professional training programs. Another option is to conduct a benefits survey up front to new hires. Start by gauging your employee’s level of benefits knowledge and depending on how they score you can enroll them into either a basic benefits 101 type session, intermediate session or advanced session.
Here are a few example sessions:
- Benefits 101: Which selections are right for me?
- Understanding HSAs: What’s in it for me?
- Nutrition and Exercise: Why it matters
- Understanding the EAP
- Voluntary Benefits: What are they and how do they work?
These sessions can be conducted as part of an expanded new hire orientation or for existing employees as a lead up to open enrollment. Don’t forget to reward your employees for demonstrating their increasing knowledge of your benefits program. Make the rewards fun and interesting.
For this to be successful, get top-down buy in and make it part of the overall culture of your organization. Let your employees know you’re all in it together and you value them as a partner on the same journey.
Contact a member of the ‘A’ Team for more benefit education strategies.
- Benefits Amnesia Is Real
- Communication- A Year-Round Pastime
- The Value of a Long-Term Employee Benefits Strategy
- What’s Your Benefits Program Vision Statement?
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