HCW Benefits Blog

Contributor:
Chris Tutino, Communications Specialist
Hill, Chesson & Woody

If you made any resolutions for 2012, they were probably of a personal nature rather than business related. However, as 2012 is already off and running, there are five ways you can communicate with your employees in the New Year that can help to keep morale high, even when the news you have to deliver may be less than desirable. After all, the research shows that a lean employee benefit plan that is communicated well is perceived more favorably than a rich plan that is communicated poorly.

1. Employees want to be treated like adults. Give employees all the information you can regarding why premium increases took place, why their copays are higher or why it costs more for their family members to have coverage on your group plan this year as opposed to 2011. The final price of your medical, dental, vision and other benefits offered may be confusing to understand, but it’s important to explain the reasons behind cost increases.

Ultimately, your group’s prior-year claims experience drives higher costs the following year. Take the time to show employees any utilization data that will justify the increases. They’ll better appreciate the sacrifices that had to be made to offer the benefit, and you may even be able to communicate the importance of a wellness plan to keep costs down next year.

2. Employees want a variety of communication vehicles. I like to read my news online. My coworker likes her daily newspaper. Some people like podcasts or television newscasts or…you name it! The point is, sending out the same message through a few different communication vehicles is the best approach to have your message received, read, understood and acted upon.

But, what communication vehicles are the best for your organization to use to ensure the highest reach? Conducting a brief employee communications audit will help you narrow down the choices. You can’t force anyone to read anything you send out, but you can increase the likelihood of it being read by sending the communication out to the place employees want to receive it.

3. Employees want corporate communications tactics that mirror the real world. Your employees are watching 3-D television, listening to HD radio, playing on their iPads, and are constantly connected to their smartphones. Are you still placing hard copy memos in mailboxes, blasting emails and leaving Post-It notes? If so, your messages may be drowning in a sea of shiny and bright attention-grabbing tactics designed to attract interest.

So, how do you compete? Depending on how your communications currently look, it may not be that difficult. With a little branding, logo usage, color pictures and graphics, maybe a little social media and a communications strategy, regaining your employees’ attention may be easier than you think.

4. Employees want access to executives. Have your Vice President of Human Resources or another high-ranking executive in your organization deliver news regarding your employee benefit plan and be available to answer questions. One-on-one communication with senior officers at your workplace builds confidence with employees and increases morale. Even though your executives are typically very busy handling crucial decisions within your company, your workforce knows this and will appreciate the time they are able to spend.

5. Employees want to get information from their direct supervisors. Have supervisors within your organization follow up on employee benefit communications that were delivered by their superiors. Offering one-on-one Q&A sessions regarding material that was just covered will allow employees to feel involved and help them get the answers that are weighing heavily on their minds.

Make sure those supervisors are trained on the high-level questions that may be asked of them, such as the processes involved with filing health reimbursement arrangement claims, flexible spending account claims, enrollment questions and more. If they don’t know the answer, have them jot the question down and find the answer from someone who does know. Then let them deliver the message back to the employee. Everyone in the process will learn more and be better equipped to spend those health care dollars wisely.

If you'd like to learn more about developing an employee benefits communications strategy for your organization, feel free to view the steps we use at HCW or comment below with any questions.