We talk a lot about how employers are uniquely positioned to help their employees become more financially secure through the benefits they offer—not just by taking advantage of financial wellness programs, but by understanding how choosing and using their health benefits correctly will also benefit them financially. But their influence doesn't stop there—together, employers wield the power to reshape the health care industry overall. See how the conversation's unfolding.
It’s no surprise that annual enrollment, and the weeks—sometimes months—preceding it are stressful times for benefits pros. You’re working 60-hour weeks plus to finalize the plans your company will offer, and then teeing up the employee communications that promote them.
As it turns out, you’re not alone. For almost half of employees (49%), making health insurance decisions is always very stressful, according to the findings of a recent Jellyvision/Harris Poll communications survey.
Your benefits are designed for humans, to be used by humans. To get the most out of the huge investment you make in your plans every year, seek first to be understood. Or, in everyday language: Ditch the benefits-speak and talk to employees like they’re people. Especially during the upcoming open enrollment season, when clear and actionable should be your communications mantra.
In celebration of our 10-year anniversary, dozens of employee benefits professionals and thought leaders are sharing their history and their perspectives and outlook on the rapidly changing benefits industry. We’re publishing their interviews weekly on LinkedIn as part of our series, Insights From Industry Leaders. Three leaders share their insights for creating engaged health care consumers.
Looking for ways to help your employees make better financial decisions? Learn how Garmin, the leading worldwide provider of navigation systems, is taking the lead in financial wellness by driving HSA engagement.
Chances are you already have a good number of employees in high-deductible health plans. For many of them, the cost implications are daunting, especially since evidence suggests that employees lack the ability to successfully navigate the complex and technical nature of today’s health care environment. This is where you are uniquely positioned to help your employees become better health care consumers.
With an election just months away, many people are nervous about the economy, their jobs, and their future security. In this environment, employers need to be communicating more—and getting executives and leaders to be more visible and accessible to employees.
The average couple will need an estimated $300,000 in retirement. And that’s just to cover medical expenses. In an effort to shrink the growing retirement savings gap, employers are adding a host of resources to help employees meet their future financial needs. Among these helpful tools, the health savings account (HSA) might be the most powerful.
We spent last week in Las Vegas at the HR Executive Health & Benefits Leadership Conference, and I was delighted to see how the conference has grown in four years with such a great energy around it. As a program advisor this year, I had the opportunity to be part of building the program—and the pleasure of presenting several sessions. The discussions offered lots of insight into the current—and future—benefits environments, and I’d like to share some key takeaways.