Given the unusual environment that we are in as a result of the ongoing COVID-19 pandemic, many companies are adapting their benefits offerings to include new ways to support their employees. While many of these strategies were born out of necessity, they are also a unique way to support recruitment and retention during this time.
Hays Companies and Sun Life Financial joined together for a virtual educational event on the 2020 presidential election, health care, and key decisions ahead.
While the coronavirus is radically changing every aspect of our world and economy, it is also affecting employee benefit strategies. While “voluntary” or ancillary employee paid benefits once took a backseat to other lines of coverage, they are now at the forefront of this change. As the pandemic continues to grow, here are some solutions and programs that are gaining in popularity and are now widely being leveraged:
As companies embrace a virtual open enrollment, the strategies to educate employees and promote open enrollment must likewise shift. A mobile app provides an array of solutions for common Human Resources communication challenges. Here are our top reasons for implementing an app that focuses on employee benefits:
Remote workers, tight budgets and heightened awareness of health have come together to make benefits communication increasingly important this year. If you are facing a virtual open enrollment environment and unsure where to start, here are additional strategies to improve your open enrollment, engage employees and bring in the human element.
Hays Companies and Sun Life Financial joined together for a virtual educational event on health care, the political landscape and key decisions ahead. The recorded webinar covers:
Open Enrollment is an essential time for most businesses. Not coincidentally, it is also the time when employees are paying the most attention to their benefits. The following strategies will help you leverage the momentum of open enrollment, along with your employees’ increased engagement, to build increased awareness and utilization in your benefits program.
Your insurance broker. At Hays, we believe that your broker should be an extension of your organization, working on a day-to-day basis to support your business goals and helping to craft effective strategies that support your ongoing growth. At minimum, your broker should be your advocate in the marketplace, ensuring that you aren’t spending more than you have to on your insurance needs. It’s a critical service, as insurance related expenses (especially workers’ compensation and benefits) are one of the largest line items for most companies. Despite their importance, however, the search for a broker can be an unclear process.
In today’s war for talent, the power unequivocally lies in the hands of the candidates. As a result, expectations for workplace benefits are rapidly shifting. Employers recognize that attractive benefit plans are critically essential to engage and retain a competent workforce, but rising costs (usually in the group health sphere) can be cost-prohibitive, hindering an organization’s ability to rework their offerings substantially.
Employee Benefits can be complicated, but it’s essential that they’re understood. It’s why human resources departments are always on the lookout for new forms of communications—for benefits to be chosen and implemented successfully, employees need to know the ins and outs of their offered healthcare plans and retirement options.