Communicating benefits information to employees has long been a challenge for benefits leaders and employers – whether educating employees on what benefits are available and how to utilize them, or promoting open enrollment and communicating plan changes. Luckily, social media can provide solutions to some of these biggest challenges.
The art of being responsive requires actively and continually evaluating existing benefits to make sure they continue to meet employees’ needs.
Customizing your benefits packages is a great start. But to truly achieve benefits success, you have to customize how you communicate them as well.
To make the most of those painstakingly assembled benefits packages, employees have to use them. But many – particularly Millennials — are falling behind. A survey from Collective Health of San Mateo, CA found that 72% of 18- to34-year olds are often confused about the benefit options they have.
Solutions at Work LIVE will gather industry leaders to talk about the things on every HR leader’s mind. Come back next week for insights and where to experience the conference via video on demand.
Company culture; student loan assistance; marketing your benefits; the gender pay gap. Here’s what HR people were talking about in March.
The infomercial may seem like an unlikely way to get employees to use their benefits. And while nobody is suggesting you adopt the full cheesy approach, there’s inspiration in a strategy that gets employees attention and encourages them to…act now!
Are you looking to maximize your benefits offerings and ROI? First, you need to get employees to use them! The secret is to approach your benefits communications like a comprehensive marketing plan that’s designed to get your “customers'” attention. Read our six tips for marketing employee benefits.
Organizations understand how severe weather affects business continuity. But employees’ personal challenges can be equally as harmful to productivity. A great business continuity strategy helps employees bounce back from personal challenges, as well as the big events that impact the whole company.
College debt has a profound effect on healthcare. Steep upfront costs steer tomorrow’s workforce away from healthcare careers, while mountainous student debt distracts current healthcare employees. The solution? A strategy that helps people effectively manage the cost of an education.