Find Out What Employees Are Looking For
- Surveying employees to determine which benefits they want
- Revamping benefits offerings to meet workforce needs
- Strategizing employee messaging
- Effectively communicating benefits offerings
Moreover, gaining employees’ feedback ahead of enrollment shows a meaningful interest in their concerns. It can go a long way in proactively retaining employees by showing them that their quality of life matters.
Tailoring Benefit Options
Employee benefits offerings can serve as powerful retention tools. However, that’s only true if employees see value in these offerings. That’s why employers need to tailor their benefits options to include perks employees care about.
In the wake of the pandemic, employees sought perks that weren’t previously offered by many employers. These include benefits or arrangements that initially began out of necessity, such as remote or hybrid work arrangements and extended leave. Now, many employees expect at least some of these benefits to become permanent.
According to various surveys and reports, the following are some of the top benefits employees are currently seeking:
- Remote or hybrid work environments
- Flexible or hybrid scheduling
- Greater compensation
- Mental health resources
- Caregiving benefits
- Professional development opportunities
- Telemedicine
- Financial wellness resources
Employers should keep in mind that benefits offerings are one of the top reasons employees join companies and stay at their jobs, according to insurance data. That’s why it’s critical for employers to seriously consider speaking with employees about which perks provide the most value for their unique circumstances. Adding or tweaking a few benefits options could be the difference between retaining or losing top performers.
Determine Key Messaging
After solidifying benefits options, employers need to plan their communication strategies. Such planning should include figuring out key messaging. In 2023, this messaging might focus on new or updated benefits offerings, as well as these offerings serving as incentives for employees to stay in their current positions.
By putting benefits front and center, employees will be forced to weigh the advantages of searching for new jobs against guaranteed perks. Employers should detail their offerings so employees understand everything they would potentially be losing by changing jobs. Touching on these details is particularly important, considering that 1 out of 3 workers don’t understand the benefits they elected during open enrollment, according to Voya Financial.
Getting the Word Out
Ultimately, employers will need to spread the word about open enrollment and their benefits offerings. Countless surveys show that employees want more help understanding their options. This means an open enrollment communication plan needs to start early, provide ample educational resources and have multiple channels.
A quality open enrollment communication strategy may include the following components:
- Group meetings to discuss available benefits
- One-on-one meetings to go over any questions
- Multichannel communication methods, such as videos, printouts, guides, presentations, emails and comprehensive guides
- Periodic enrollment reminders, including enrollment dates and workplace-specific instructions
- Messaging that directs employees to designated points of contact for questions (e.g., HR)
Leveraging technology allows employers to communicate more frequently and effectively with employees. With more employees working remotely, virtual enrollment may be the most feasible option for many employers, saving them time and resources.
