Explain your employee benefits quickly and visually. Now, more than ever, employees prefer quick, highly-visual content. 30-page benefits summaries should be broken into bite-sized content and made paperless. Benefits videos are now a must-have. Provide pithy, easily-accessible videos during open enrollment and on-boarding. Reduce the complexity and increase the clarity of your benefits communications, as soon as possible.
The employee experience is key. Average consumers click off websites and videos if they don’t load in four seconds. Complex enrollment websites, long documents, and minimal decision-making time is a recipe for bad decisions. Additionally, employees shouldn’t need to remember multiple websites; your engagement and education site must integrate with your existing benefits enrollment sites.
Mobile engagement is critical. 60% of employees prefer to study benefits options at home. Paper materials, multiple logins, and complex enrollment sites do nothing to help busy families make complex, mathematically complex, healthcare decisions.
Engage your employees about Consumer Directed Healthcare (CDHC). We all know CDHC is here to stay. We predict CDHC plans will be the only plans offered in most companies within the next five years. Begin educating on these concepts now. Provide content that visually articulates HSA, HRA, and FSA concepts. Empower your employees to become better and more-informed healthcare consumers.
Drive employee adoption of new plans. Think of launching new health care plans like you’re launching a new product or service. Follow these basic concepts: First, raise awareness for the plan. Consider brief announcement videos, banner ads in your engagement platform, or internal email campaigns a couple of weeks before your enrollment period. Next, drive employee consideration. Offer and promote longer, engaging videos covering the benefits and savings of new plans. Perhaps offer a plan comparison calculator. Do this early in your enrollment period. Finally, asking for the plan change is key. When the time is right, offer employees one-on-one meetings or prepare an email campaign to further convince employees the introduced plan might be the better option for them. We recommend doing this during the final days of your enrollment period.
Provide your employees with a ‘benefits communication hub.’ A half-dozen enrollment and management sites, a ben-admin system with twelve tabs, and a couple distributed videos is not the engagement solution for any company. Employees need a starting point. A reliable website employees start from, that engages and educates first and directs them to enrollment sites second, is key. Our motto: Educate then enroll.
Track and measure your employee benefits communication. Leverage real-time analytics and reporting. Track the benefits videos your employees are accessing, including when and how many times your specific videos were viewed. Review document downloads and links accessed. Use this information to improve future communications.
LearnYour Benefits can help engage and educate your current and future employees with a video-first approach to benefits engagement and education. Your videos can come with YOUR BENEFITS PLAN DESIGN and are ready to be hosted in your own benefits and engagement website. Everything is measured and tracked. To learn more go to www.LearnYourBenefits.com
