Employers are finding it hard to find and keep good workers, so many have turned their attention to their employee benefits. Over the past year and a half, we’ve learned about a whole new set of benefits, from those that help families to those that help with mental health. And it looks like 2022 will be the same. In fact, everything points to the fact that people will put even more value on working for an employer who meets their needs as a whole person.
Many companies have added to and improved their benefits package in big ways. But they might not get the most out of their investment for one main reason: they don’t know how to communicate well. Because of this, employees and people looking for jobs might not know about all the options they have.
This also means that they probably don’t take advantage of their benefits as much as they should, and they don’t have a full picture of what their company offers them as an employee.
It’s easy to tell workers too much about their benefits and think that more is always better. But businesses need to realize that most employees are struggling to keep up with all the information they need to know right now.
This is because COVID-19 is being updated constantly, and workplace requirements are always changing. This is especially true for people who work from home and get a lot of messages, emails, and video calls.
Whether you want to keep your current employees or find new ones, it’s important that the information you share about your benefits is useful and doesn’t get lost. Here’s a look at three tips to help you make your communications stand out.
Use a strategy for communicating across all channels.
Your employee benefits shouldn’t be the same for everyone. Different needs are met by different programs and spending accounts. It makes sense that not every worker will use the same benefits with each package. Don’t let a lack of communication cause people to not use your benefits program.
When a person gets a job, they are told about the benefits in their orientation and offer letter. But it’s important to keep employees interested after they’ve been hired. Companies can remind employees about their benefits during open enrollment by email blasts three times a year.
Some businesses, for example, offer different kinds of health care. If your employees are thinking about making a change, give them the information they need to make a good choice.
Make your information about benefits easier to understand, and use the right channels at the right times.
Only half of the employees know their benefits, and one in five say they would like to learn more about them. You might not be able to change how complicated your benefits are. Still, you can make information easier for your employees to understand and use the right channel to reach them.
Make sure the information is useful, up-to-date, and easy to understand.
Promoting your plans in a way that gets your employees’ attention is an important part of getting them involved. When you send out email blasts or newsletters, ensure the subject line is easy to find and that the message is interesting and has a strong call to action.
For instance, you can sometimes talk about how employees save money by taking advantage of their benefits and spending accounts. You can then tell employees how they can also take advantage of these savings at the end of the email.
Companies that consider how they talk to their workers about benefits programs will be rewarded. The result will be happy employees who work hard and feel like they are important. Also, you shouldn’t just set it and forget about it.
Companies should regularly keep in touch with their employees to make changes to their benefits plans. Make sure your benefits programs are flexible enough to meet the changing needs of your employees. Workers in the modern world want it and deserve it. It can not only help you find and keep good employees, but it can also help you stand out from the competition.