The majority of employers believe that their benefits communication efforts have grown more effective in recent years, according to researchers.
Despite this, almost half say they are not fully satisfied with their current communications strategies, and more believe there is still significant room for improvement. Benz Communications surveyed employers and found that more than three-quarters see employee engagement as a challenge they face, suggesting that they hope to improve their situation through better communications.
As an aspect of employee benefit plan administration, communicating with workers can sometimes fall out of focus due to the tendency to pay attention to costs and other factors that can be more easily measured. While communication impacts employee enrollment, understanding and the effective use of benefits, other factors do as well. Employers hope that enhanced or new communication strategies will yield better results in annual enrollment, the use of preventive healthcare and improving 401(k) savings.
Despite this, less than half connect their benefit communication strategy to their overall business strategy, and most fail to communicate year-round. Inconsistency may contribute to employees forgetting or overlooking facts or losing focus. Researchers noted that most devote limited funds to communication and may not spend them strategically, leading to inefficiency.
Level of benefit education also lacking
Similarly, another report found that employers spend too little time and too few resources on helping workers understand their employee benefits, Plan Sponsor reports. The research suggests a notable correlation between employees' workplace satisfaction and their benefits education, perhaps because without the knowledge workers are not fully aware of their advantages. This may stifle gratitude and make it harder for them to use their benefits effectively.
Fewer employees received printed information or brochures than in previous years, which could be partly due to a growing preference for electronic communication. The format can make data more easily available while lowering some costs. On the other hand, the percentage who reported invitations to question-and-answer sessions concerning benefits dropped, as did the percentage who had access to benefits advisors through a toll-free number.
While none of these methods is necessarily the best, the important thing is that research suggests employers may be allowing educational efforts to wane. Given that workers displayed a preference for employers who educated them concerning their benefits, the advantages seem clear for various organizations.
