You may already be a conscientious and supportive employer by providing your staff with Employee Benefits. However if you fail at an important last step – that of educating your employees about the existence of a comprehensive programme, let alone its details – what you may well end up with is a programme that is unsuccessful, underutilised or inappropriately used.
"I have spent a lot of time, money and effort to provide an Employee Benefits scheme to my staff. Surely I am doing enough! What is going wrong?"
Return on investments
Employee Benefits programmes usually constitute one of the largest expenses relating to a company’s human resources. They should be regarded as long-term investments by the employers to attract, motivate and retain employees. Too often, the communications process is overlooked once a benefits programme is implemented. When employers fail in the education process, they in essence fail to maximise the returns of these significant and symbolically important investments. Increased awareness and understanding of a benefits programme have a positive impact on an employee’s satisfaction.
A poor understanding of benefit entitlements can lead to misuse, and if things go wrong as a result of a misunderstanding, you as the employer could be blamed. Additionally, misuse of employer-sponsored benefits will increase utilisation and drive up the cost of your insurance premiums.
An effective communications programme encourages employees to take greater initiative and responsibility in managing their own health. It will contribute to employees being more proactive in optimising their benefits and utilising their medical insurance. You will know that you have succeeded in the communications phase when your employees truly appreciate the value and cost of the benefits you have provided them with. The net effect: greater staff retention and satisfaction.
You will know that you have succeeded in the communications phase when your employees truly appreciate the value of the benefits. The net effect: greater staff retention and satisfaction.
Managing expectations
At the bare minimum, employees should be made aware of what they are covered for under the scheme design, the claims process and features that are unique to the programme. Any limitations and exclusions in benefits should also be communicated to avoid any misunderstandings and to ensure that expectations are managed.
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