Benefits communications can be especially challenging when your teams aren’t working under the same roof or even in the same country. Here are some key strategies for keeping your employees informed and engaged—wherever they are.
Don’t annoy employees with the typical cheesy stock photos, generic statements about healthy living or the-sky-is-falling reminders about soaring health care costs. Instead, educate employees and their families about the practical ways your company supports their unique goals.
Before you file away this year’s open enrollment campaign deliverables—and while it’s still top of mind—we recommend that you take some time to reflect upon your enrollment communications campaign this year. Use our new Open enrollment communications campaign debrief worksheet to guide you in evaluating this year’s enrollment campaign and provide constructive analysis so you can tee up an even more successful campaign next year!
With five generations in the workplace, Millennials are poised to soon become the majority, and are reshaping the communication ecosystem for the better, for all. As their numbers (and influence) grow, it’s vital to understand what they value so that you can reach them effectively.
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.
Financial wellness has become a very hot topic lately. We’ve been talking about it a lot, and sharing the financial wellness framework we developed with State Street Global Advisors as we speak with companies that want to help their employees become more fiscally fit. We drill down what you need to know to create a successful financial wellness program.
A few weeks ago, we hosted the July 2016 Irrationally Healthy conference at our headquarters in San Francisco. During the course of two days, Dan Ariely and other leaders in the behavioral economics space shared ideas on how employers can have a positive impact on employee health and wellness. We recap some key takeaways.
Mergers and acquisitions—along with employees’ uncertainty about their jobs—are at an all-time high, and there’s no sign that they’re on the decline. While there is no shortage of information about how to successfully execute an M&A from a financial perspective, there’s been less attention paid to the human side of the equation—a key reason why so many of these business realignments fail. Learn how an effective change management communication strategy that keeps the value of employee benefits top of mind can address key employee concerns up front, help foster trust, and deliver business results.
Here at Benz Communications, we spend our days advocating for more and better benefits communication, so we’re always excited when we see companies put this into practice. This is why I was thrilled to say “yes,” when benefits giant Ameritas asked me to participate in a series of thought leadership videos for its employer clients.
In today’s benefits world—where a company’s workforce can span three distinct generations—it’s no surprise that your core benefits menu isn’t going to please everyone all of the time, or even some of the time. Voluntary benefits have supplemented core benefits in one way or another since the 1960s. When deployed successfully, they can wield tremendous power, single-handedly improving employee satisfaction, increasing your employee value proposition (EVP), and distinguishing your company among competitors for the best and brightest employees. Our latest blog shows you how to make this happen.