Do your employees ‘get’ and appreciate the benefits package that your company offers? Statistics show that most employees don’t fully understand the value of what they have.
Companies should educate their staff about their benefits. How quickly they forget orientation day! They were most likely too nervous to comprehend what you told them anyway. One thing is for sure, you want to continuously market your benefits package to your team. The goal is for them to feel the value that they have received. You want their continued buy in.
Steps to increase benefit engagement include:
1. Orientation…What comes Next? After day 1, your new employee will be in ‘all-out’ training mode. Be sure to follow up on the benefits package. How? Create an attractively laid out marketing piece that will allow for a clean, concise summation. Plan to email it and also hand deliver it to their desk / department.
2. Involve the Family! Your employee may not process the info as well as perhaps their spouse. Consider a meeting, dinner, meet and greet or some other type of session where questions can be answered. The bottom line is you want the family to see the value that you are offering too. You don’t want your new hire to jump ship because the grass seems greener on the other side.
3. Q & A. Offer a question and answer session where new hires can meet with management to find out more info about the company, benefits or any other lingering curiosities that may have crept in their minds since day one.
4. Email/Newsletter. Utilize your company email or a newsletter to mention and explain the company’s benefit package. Include tips on how they can maximize their benefits.
Take the opportunity to occasionally reiterate the many great features of your outstanding benefits package. Keep the info in the forefront of their minds so they are reminded of the value. The key to benefit engagement strategies is to continue to market your outstanding package to your employees. Be sure to continue to tell them what you’ve “done for them lately.”
~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved.