Lists work well for shopping and chores because people know what they want and need, but providing employees with a list of available benefits doesn’t cut it.
They often have little to no idea what choices are best. Instead, communicating with the workforce on an emotional level — helping to ensure they understand the value that benefits could provide them and their families — optimises outcomes for employees and employers alike. The bottom line on this investment - however big or small - is that benefits become redundant if employees have no true sense of their worth.
Five steps to powerful employee communications
Good mileage from existing vehicles
Research finds that a barrier to effectively engaging employees in benefits often occurs at the line manager level. Already strapped for time to communicate benefit programmes, middle management is often ill-prepared due to insufficient information and training. So they may also lack the knowledge and confidence.
To close this communication gap, it’s well worth educating line managers and stakeholders on key messages, so that they can help address front-line conversation and support objectives around new initiatives and changes. It’s also important to provide these person-to-person behaviour influencers with cost-effective alternatives to mass communication, whilst ensuring the methods used contribute to the intended outcome.
Article from - Gallagher’s 2019 Organisational Wellbeing & Talent Insights Report
About the Organisational Wellbeing & Talent Insights Report
The 2019 Organisational Wellbeing & Talent Insights Report from Gallagher helps employers make fully informed decisions about benefit plans and programmes that attract and retain top talent without breaking the bank. Analysis for this report was provided by 12 thought leaders from Gallagher’s Employee Benefits Consulting and Brokerage operation, who average more than 25 years of industry experience.