The average American accesses over 30 apps on our smartphone each month. We use them to do everything from learn a new language to look up movie times.
But has your company considered the powerful role apps can play to engage employees in their benefits? Don’t be afraid of an apps-based open enrollment. It may be just the thing to target tech-savvy, time-crunched employees.
Enrollment at Their Fingertips
Did you know Americans spend more time interacting with smartphone apps than watching TV? Sure, some of that time might be spent playing Fortnite or Minecraft, but there are more productive uses of app time.
There’s a strong chance the third-party software you use for open enrollment has an app. Instead of selecting and monitoring benefits from their computers, employees chose them from their smartphones. This may be the secret to reach today’s busy, on-the-go workers. If a large portion of your workforce isn’t deskbound, an open enrollment app makes benefits selection easy.
Apps are key to educate employees about their benefits. Trion’s iBenefits app puts control right in employees’ hands. They can securely view their plan information whenever they want and contact carriers with a simple click.
Meet employees where they are (on their smartphones) and they will value you as an employer. Take the time to communicate the ease of use of these enrollment apps. They help employees stay engaged in their benefits.
Employee procrastination can be a challenge to meeting deadlines. Why not give employees the nudge they need? Some third-party apps send push notifications to remind staff about important open enrollment dates.
Do it Yourself Apps
If you want more control over the features of an open enrollment app, or if you are feeling adventurous, you can create your own app. Proprietary app development is more expensive and time-consuming than using off-the-shelf employee benefits apps. Yet, it offers some convincing pros.
Customized apps offer greater security and easier integration with your existing software. If your employees’ make benefits choices through your company intranet, then a complimentary app may work best. With a DIY app, you control the features and maximize how you engage employees in their benefits.
For the highest quality results, hire a professional app developer. Search for developers with knowledge of employee benefits and experience creating similar apps. The upfront expense of someone with app-building expertise ensures all the kinks are ironed out upon launch.
Communicate About Carrier Apps
After open enrollment, continue the conversation around apps. Do your employees know most carriers offer an app? They can access ID cards, find doctors and schedule appointments, check HSA or FSA balances, and more. Apps aren’t limited to medical carriers. Employees can check and adjust 401(K) balances, get supplemental life insurance quotes, and book conversations with EAP counselors from the palm of their hands.
Your role as their employer is to teach them about these options. Create educational pieces, like short, instructional videos that walk through the apps’ functions. Or, combine in-person and digital education and host a meeting that showcases how to download and access the offerings. Teach employees how they can stay engaged in their benefits with apps throughout the year.
You always need to consider the communications preferences of all your workers. An open enrollment that’s only apps-based would not work. Add apps to the mix of communications options, like online guides and printed booklets and face-to-face meetings. You know your staff best. Tailor your open enrollment communications approach to meet their needs.
It may be too late to introduce apps for this year’s open enrollment. However, it’s not too early to think ahead to next year. What do you want the future of enrollment to look like?
Two of the most critical functions of benefits communications are to educate and empower employees to choose benefits that suit their needs. The challenge is to present the right type and amount of information. You need to both hold their attention and ensure they have the information needed to make the best benefits-related decisions.
And yet, how do you know if you’ve done this effectively? For some employers the answer lies in crossed fingers and the measure of fewer calls to Human Resources. For others, it means you anticipate employee FAQs about benefits and proactively address them.
Never is this more critical than when you introduce a new benefit (e.g., plan design, product, service, etc.). Here are some things to include in your messaging to employees.
How Does This Benefit Work?
This seems simple but you’d be surprised at the number of benefits communications that lack a concise explanation of the benefit’s purpose. For example, if your company plans to offer a commuter benefit, make sure to explain in your employee FAQs what that benefit covers (i.e., public transportation and parking passes but not tolls or fuel costs).
Not sure if you’re getting your point across? Ask co-workers who are unfamiliar with benefits to read your explanation and summarize how they think the benefit works. Take this feedback and don’t be afraid to draft multiple revisions until the message is direct and clear.
How Much Does This Cost?
For some employees, this will always be the single most important FAQ about benefits. It isn’t always easy to answer, though. In the case of certain benefits, such as life insurance, the cost to the employee depends on a variety of factors (ie. age, health, desired level of coverage, etc.).
A good strategy is to be clear about whether a benefit is company-paid, a shared cost, or employee-paid. In the first case, spell out, “This benefit is provided by the company at no cost to you.” In the latter two cases, refer employees to additional documents or a decision-making tool that provide more specific cost information.
If you can’t immediately answer the cost question, make it easy for employees to find the information for themselves. Some of Trion’s clients use ALEX by Jellyvision benefits communication software to walk employees through their options and offer personalized recommendations. This is a helpful addition to your toolbox to answer common employee FAQs.
What Do I Need to Do?
A clear answer to this routine question prevents a frequently declared statement: “I didn’t know I was supposed to do that!” This is particularly important with open enrollment communications. Let employees know early and often if they need to take specific actions. Your communications shouldn’t be negative or threatening. But, it’s significant employees understand how their coverage could change if they do not participate in enrollment.
If employees have more questions that need detailed responses, resist the temptation to cram that information into your core message. A better option is to create a separate Frequently Asked Questions document. Put a call to action in your main communications to drive employees to that FAQ about benefits. Be proactive and you’ll take a big step toward reducing those panicked calls and emails from employees.
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.