Most of your younger employees don’t think that a life insurance policy applies to them. For the most part, they’re still healthy. For another, many haven’t yet married or had children, and see an investment in life insurance as a waste of money.
And yet, the truth is life insurance can be meaningful for everybody, no matter their age or stage of life. The challenge is to help them see how they can benefit from a life insurance policy when they’re not convinced they need it just yet.
That’s where effective communications come in. Use the right strategy and tactics to encourage younger employees to take a look at life insurance. Help them see its value and embrace that idea that it may not be as expensive or unnecessary as they think. To the contrary, buying a plan now may very well save them money down the road. Here are four tactics to get your younger employees to consider a life insurance policy.
1. Remind Them Insurance Protects Their Loved Ones In Case Of The Unexpected
While nobody ever wants an accident or injury to happen, the fact is it does at any age. That’s why your younger workers should consider a life insurance policy. It protects their family members from having to worry about paying for a costly funeral. If employees are aware of this huge expense it could sway them to buy a plan. Then they wouldn’t feel guilty about leaving those expenses up to someone else.
2. Convey That Plans Are Affordable
Let them know that you, as their employer, already offer them a basic life insurance policy. Show them the value of buying supplemental life insurance on top of it.
If your company doesn’t already offer it, think about adding supplemental life insurance to your voluntary benefits. Your employees will appreciate the convenience of one-stop shopping for benefits. Supplemental life insurance normally only costs healthy people in their twenties a couple pennies to the dollar per month. It is worth the investment to buy supplemental coverage, as it will not put a dent in their pockets.
3. Promote Now, Save Later
One of the easiest incentives for your younger employees to consider life insurance policies now is that they’re less expensive. Although they may not feel they need life insurance right now, they know they will need it later in their lives. This is a great selling point. Use side-by-side comparison charts and coverage examples in your communications to show them the value of buying when they’re young.
4. Show Them the Stakes
Most younger employees don’t consider the stakes involved in not having life insurance coverage. The risk of disease and death is lower for the young and healthy, but the unexpected can happen. And if it did, how would their loved ones fare? Employees need to understand life insurance offers them and their families’ important protection. Their families won’t go into debt paying for their care or funeral expenses.
Younger employees should consider other expenses too. If a parent co-signed on a private student loan, they would be responsible for the balance. That can be a hefty sum.
Employers should communicate to younger employees that life insurance is indeed for everyone. Help them see the wisdom of buying a life insurance policy at an earlier age. It is an important way for employers to help their people stay healthy—physically, mentally, and financially.
Earlier this spring, I spent a morning as a volunteer at the non-profit Cradles to Crayons. Along with seven of my co-workers, I assembled bags of clothes, shoes and books for children in need from our community. The event was part of Trion Cares, our company’s corporate volunteer program. We can build houses for Habitat for Humanity, cook and serve meals at the Ronald McDonald House and contribute our time and talents in other ways.
A corporate volunteer program shows our company cares about its employees’ well-being, too. Volunteering reduces stress and depression. Regular volunteers even live longer than their peers.
If your organization has a company volunteer program, that’s great! But are employees receptive to it? To maximize success and take advantage of the benefits to your business, spread the word about volunteering early and often.
Plant the Seeds
I first learned about Trion’s corporate volunteer program when I was offered my job. Human Resources explained it to me as part of the total PTO package. The program gives employees eight paid hours per year to volunteer at a certified charity. We can either join a company-organized event or find our own opportunity.
On-boarding communication is a logical place to describe your volunteer program. Include it in the employee handbook. To engage employees, include colleagues’ personal stories of their community service experiences.
But there could be an even better place to introduce this benefit. Describe the program in your recruitment communications. We are currently in a buyers’ market for jobs. Companies need to be creative when courting new and talented workers. A 2016 survey by Cone Communications shows 51% of employees won’t work for a company that doesn’t have social justice commitments.
Engage job seekers and talk about your corporate volunteer program before they send in their resumes. List it as a benefit on job postings. Mention it on public-facing websites and social media pages. Include photos of the most recent event to emphasize the sense of togetherness volunteering provides.
Water the Garden
To encourage continued participation, you need consistent communications about the corporate volunteer program. Promote upcoming volunteer opportunities in email blasts, the intranet and employee newsletters. Reach out to partner community service organizations for their feedback. Quotes from them make for powerful testimonials to punch up your copy.
Vary the dates, places and missions of service opportunities to make the program as attractive as possible. This allows employees with different schedules, office locations and talents to pick what suits them the best. Corporate volunteer opportunities are a great way to promote camaraderie. At my recent event, I got to know co-workers from other locations.
Sign up should be quick and simple. Send periodic reminders and include directions to the service site and other useful information.
Watch it Grow
A corporate volunteer program has many benefits to your business. It positions your organization as a civic leader. As the famous comic book saying goes, “With great power comes great responsibility.” There could be unmet needs within the community that your employees’ skills can address. Connect with area non-profits to ask how you can best serve them. Continue the conversation and check in periodically to look for updated opportunities.
Engage your employees with regular communications about corporate volunteering and reap the benefits. Community service programs are a powerful retention tool.
Eighty-nine percent of respondents to the 2017 Deloitte Volunteerism Survey believe a company that sponsors volunteer opportunities offers a better working environment. Such opportunities foster loyalty and help employees advance in their careers. Another survey shows 80% of participants find active volunteers move more easily into leadership roles.
Corporate volunteer programs have a range of benefits, from employee well-being to positive perception of your organization. Don’t forget the most important benefit of all: The satisfaction that only comes from selflessly lending your time and talents for the betterment of others.
We hear stories every day about the perils of identity theft. It can not only impact a person’s credit, but in some cases, their entire lives.
ID theft is not an isolated incident. In fact, identity theft was the number one complaint consumers made to the Federal Trade Commission for 15 consecutive years.
Do you offer your employees a robust identity theft protection plan as part of their benefits package? About 36% of companies offer some form of ID theft protection services as an employee benefit. This voluntary benefit is a great way to distinguish you as an employer who cares. Employees have a sense of security when they know they have a plan to protect their finances and future.
If enrollment in this benefit is not as robust as it could be, maybe it’s time to beef up your communications.
Promote the Need for Identity Theft Protection
Your employees may have questions about identity theft protection services. What exactly is ID theft? How is it different from credit card fraud? Why do I need ID theft protection? Communications should seek to solve these concerns.
Lay out the stakes. Credit card fraud is a quick and deliberate attack that’s solved with a phone call to the credit card company. Identify theft is more complicated since it’s designed to duplicate a person’s identity. The thief’s goal is to take as much as they can until they are caught. If employees are not protected by a solid ID theft plan, they could potentially lose everything
In today’s world, most hackers launch network attacks where they attempt to crack weak passwords. Add to the benefit and point employees in the direction of training to learn about safe data management practices. These include the use of strong passwords and the avoidance of suspicious email links and websites.
Communicate About ID Theft Protection During Open Enrollment
During open enrollment, your employees feel overwhelmed as they try to navigate through all the options. After learning about their other benefits, they might not have the bandwidth to process more information. Identity theft protection is usually an employee-paid benefit. So, use your communications to emphasize its worth.
Make it easy with targeted pieces of information about ID theft protection services. Lay out what the benefit entails and why it makes sense. Recovering from identity theft is a stressful process that takes time and money. A protection plan assists with some of the associated costs. These can include phone bills and postage, notary fees, costs of obtaining credit reports, and maybe legal fees. Of course, each carrier’s benefits will differ.
Carriers will have resources you can mine for data, so why make more work for yourself? Use those materials for source information and to answer common questions. Attach downloadable fact sheets to videos, place flyers in gathering spaces like lunchrooms and copy rooms and ask managers to distribute materials in meetings.
Engage with Real-Life Stories About the Value of ID Theft Protection
Engage employees with real-life scenarios that show the benefit in action. Stories add credibility behind the value of the ID theft protection benefit and create connections. Employees love to read about their co-workers and how the company’s benefits make a difference in their lives. Use stories throughout your various communications— newsletters, videos, even posters with pictures.
Helping employees stay safe and secure and protect their personal information is a great service. Thorough communications help employees appreciate the value of this benefit.
Ever wonder why some communication materials get more attention than others? If the message is solid and the delivery method matches your employees’ preferences, your collateral should hit the mark. Does it have your logo? Check. Does it use the company colors? Check. It should grab employee’s attention, right? Well, does it include five design standards?
Although “art” can be subjective, good design is not open to as much interpretation.
Good design plays an important role in educating employees about benefits. This is especially true for “visual learners,” folks who prefer to learn by seeing, versus hearing or touching. Whether you create the design or approve a design produced by a vendor, you should understand how various elements work together. These design standards are valuable to engage the workforce with your collateral.
As a designer who has developed benefits-related and other types of communications for more than 20 years, let me share five design standards for your communications. They’re presented in an infographic, of course.
The face of benefits has changed. As costs continue to rise, companies introduce new benefits, like consumer-driven health plans. Traditional PPOs or HMO’s enjoyed by our parents and grandparents are now prohibitively expensive. Terms like deductible, coinsurance and health spending accounts are part of the vernacular. All this represents a seismic shift in thinking for your employees.
Do you know what your employees think about this new world of benefits? How do their perceptions reflect on how they feel about you as an employer?
Employees may perceive benefits changes as the company not caring about what they think—or need. That’s a dangerous path that creates workers who are resistant to communications.
Remember WIIFM in New Benefits Introductions
How employees receive new benefits information depends on how well you communicate it. A solid communications plan puts “WIIFM” –What’s In It For Me— first. It can swing workers in the right direction and support them in making benefits decisions that offer them valuable coverage.
Communications that miss the mark, or worse yet, minimize employees’ pain risk falling on deaf ears. This decreases the level of appreciation for the benefits you do offer and your efforts to save employees money.
So, how can you manage everybody’s health care spending without alienating your workforce?
Make an effort to understand what employees think about new benefits. And that starts with listening.
Ways to Listen as You Introduce New Benefits to Employees
When you introduce new benefits to employees, there will be many questions. Be prepared to answer them through a variety of communications. Note commonly asked questions as cues where to focus your communications. Remember, delivery method matters. If you mail postcards to workers who’d rather get a text, your message could end up in the trash.
Here are four ways to get your message into the minds of employees and introduce new benefits successfully. They include both conventional and out-of-the box options. Chose one or a combination of two or more, whatever works best for your needs and audience.
1) Focus Groups and Surveys
There are a few conventional methods, like, focus groups and surveys to help you learn what employees think.
They’re best used to complement one another. Surveys and quick pulse polls are good at getting answers to broad surface questions. Focus groups are excellent for digging down deeper into a single issue.
2) Engage Employee “Listeners”
While there’s many ways to communicate these days, the most effective remains face to face. Non-verbal cues determine whether 93 percent of communications are effective. In-person conversations are an essential tool for reading employees thoughts about new benefits.
Appoint trustworthy, likeable, approachable, and influential employees as “Listeners.” Arm them with some questions and send them to “Listening Posts” in high-traffic areas. There, they can approach passing employees and ask them question or two about what they think about the introduction of new benefits.
You decide how in-depth you want the questions to be. Promise anonymity to encourage honesty. Potential questions to ask include:
- Which aspects of the new benefits plan are unclear to you ? Where do you have questions?
- How do you prefer to get your communications?
The “listening post” process shouldn’t take longer than 15 minutes. You could even give a small gift to anyone who participates.
3) Create How Are We Doing? Cards
Create a comment card style survey and place stacks of them near comment boxes around the workspace. Craft the questions to be open-ended and offer anonymity as an option. If you get any workable suggestions—and you likely will—be sure to attribute them to the program.
4) Hold Q&A Sessions
Often, workers don’t take advantage of the benefits they’re offered because they don’t understand them . Provide employees with an opportunity to participate in an open forum where they can ask their questions and get answers.
You can even offer separate sessions for separate groups, to provide new benefits information targeted to their unique needs or concerns. For example, one session can be for millennials just off their parents’ plans, another can be for new or expecting parents, and another can be for employees with chronic conditions, like diabetes.
Focused attention shows it matters what employees think when you introduce new benefits. As a bonus, you may get ideas for improvement you hadn’t already considered.
It’s crucial to strike the right tone in your communications that introduce employees to new benefits. These listening methods will help you refine your approach, benefitting both workers and the bottom line.
February is Heart Health Month. Employee health is an important all year, but this month might inspire you to consider how you can incorporate wellness into the workplace. One possibility is to add on-site fitness programs.
The American Heart Association recommends 150 minutes of moderate exercise or 75 minutes of vigorous exercise each week. Workers are busier than ever. After work making dinner, helping kids with homework, and settling on the couch with This is Us bump exercise off the to-do list.
What if exercise was integrated into the work day? The convenience of working out in the office limits excuses and motivates employees to take care of their heart health. There are both small- and large-scale options to build on-site fitness programs for employees. Consider your employee population and budget to roll out a successful initiative.
Walk Your Way to On-Site Fitness
A walking club is the simplest way is to start. Walking is a low-impact activity that shows positive results mentally and physically. If there is safe space to walk near your office, encourage employees to step outside during their lunch breaks. Walking and talking with colleagues creates bonds and fosters employee morale.
Add friendly competition into the mix and organize a steps challenge. Workers compete to earn the most steps with the winner awarded a prize. Trion Group, Inc. hosted our own challenge and the winner earned a gift card.
Beyond rewards, the financial overhead for this style of on-site fitness is low. There is no equipment or instructors. Workers can use their smartphones to track daily steps.
On-Site Fitness is at the Head of the Class
If you want to take on-site fitness to the next level, hire an exercise instructor to teach a class. Start with a weekly class. If interest peaks, consider adding new options. Chose a class that requires limited or no equipment. So, Zumba yes, SoulCycle no.
Some popular times for classes include lunch time, early morning and late afternoon. Early birds might come in for a 7 am aerobics class. Others want to shake off the mid-day slump with a lunch class. An end-of-day class is a strong option for on-site fitness programs for employees as it lets workers go home after to shower.
This option requires open, indoor space, so it may not be available to all companies. Space for the class should be removed from other workers so the noise won’t bother them. Let all employees know class times so they can schedule meetings and phone calls accordingly.
Make sure proper legal protections are in place. Only hire insured instructors, preferably those certified in their specific fitness area. A lawyer should write waivers for employee participants that release the company from liability for injury.
Hit the Gym for On-Site Fitness
For the ultimate in workplace exercise, create a corporate gym. Buying equipment for employees is a hefty price commitment up front. However, the continual costs are low.
A gym would let workers exercise at their own pace at the time that’s best for them. Employees can squeeze in a session on the elliptical to clear their heads before that big presentation. Workers are more loyal to employers that look out for their well-being. 80% surveyed in one study said a workplace wellness program would entice them to stay with the company.
If budgets are a concern, partner with other companies in your building to buy equipment for on-site fitness. Workers would share the common exercise space. A corporate gym is an incentive to convince new companies to come into the building. As with classes, draw up a legal waiver for employees to sign before using the equipment.
On-site fitness programs for employees require an investment of time and money, yet could offer long-term cost savings. For every dollar spent on workplace wellness, employers saved $1 to $3 per employee on annual healthcare costs. Engagement in corporate fitness programs reduces sick days and increases productivity, which affect the bottom line.
One-third of prospective employees said free exercise classes would impact their decision to accept a new job. A little more than one-fifth said the same thing about an on-site gym. In the current employee’s market with its low unemployment rates, any advantage is a smart move.