7 tips to increase utilization for your employee benefits
Improving benefit utilization could increase your revenue by over 90%
Offering employee benefits not only boosts employee loyalty and satisfaction, it may also improve the health of your workforce. Just think about it. If several of your employees suffer from preventable chronic health issues, your company will likely face problems with presenteeism and absenteeism. Both are associated with decreased productivity and substantial direct and indirect costs.
However, what do you do when you offer employee benefits meant to alleviate these circumstances but they’re not being used? In a 2021 survey, data showed that although 80% of the organizations provided physical and well-being programs, only 32% of employees reported using them. Therefore, we’re going to share 7 tips to increase the utilization of your employee benefits so your company and workforce can reap the rewards.
1. Enhance employee understanding of offerings
Always keep in mind that just because something is communicated doesn’t mean it’s understood, retained or seen. For instance, in 2020, 92% of organizations talked to their employees about well-being. However, more than half of them were unaware of the programs their company offered.
Discussions about employee benefits should continue past onboarding and open enrollment if you want to maximize understanding. It should be an ongoing conversation. Employees are given so much information these days that it’s easy to overlook what seems irrelevant to them. Therefore, consider having managers bring benefits up during performance reviews and 1:1 meetings.
2. Get C-suite level employees involved
We’ve all heard the famous saying, “Lead by example,” which couldn’t be more true. One of the best ways to drive employee benefit participation is to get the C-suite involved. When C-suite members prioritize both customer and employee needs, revenue could increase by up to 50%.
The human resource department should partner with senior leaders to communicate the purpose and advantages of wellness programs and benefits. Senior leaders should also acknowledge employees' efforts and participate to get buy-in. Sharing their experiences, stories and transformations can help profoundly.
3. Find ways to personalize the messaging
One way to boost employee benefit utilization is by tailoring the messages to fit their needs. Employees are already bombarded with various communications at work, so sending generalized emails won’t cut it and is a quick way to get them ignored.
Instead, use data to segment your employee lists so they receive information that aligns with their interests. For instance, if you have employees who struggle with diabetes, they’re the most likely to be interested in diabetes coverage or management programs.
If you’re unsure what interests them, consider sending out a survey. The results will show who’s interested in weight management, smoking cessation, fertility or other programs. Another way to personalize the list is by age group and/or job level.
4. Make it simple to use
Most programs are provided by different vendors, which can be incredibly overwhelming for employees. According to a NordPass survey, the average person has 168 personal passwords and 87 business-related accounts. Therefore, if you’re encouraging your employees to sign up for all these benefits and each one requires remembering new login information and processes, they’ll probably pass.
Try simplifying this process by making their benefits accessible in a central location requiring only one password.
5. Add virtual care benefits
Virtual care benefits, like telemedicine, are very attractive offers for employees. It’s convenient, accessible and cost-effective, making it something nearly everyone can benefit from.
A J.D. Power 2022 U.S. Telehealth Satisfaction Study found that 94% of participants who utilized telehealth services said they’d use it again. They also stated that they preferred telehealth visits over in-person care for services like prescription refills, mental health visits, reviewing test results and discussing medication options.
One major reason why people don’t participate in in-person programs is that they don’t have the time. If they’re dealing with long commutes, parenting, school or caring for older relatives, then after-hours programs aren’t going to make it to the top of their priority list. Fortunately, virtual care benefits are available 24/7 and can better accommodate your employee's unique needs.
6. Use multiple communication channels
If you only communicate about your employee benefits via email, you’ll miss out. Companies are more likely to boost engagement if they follow a multi-pronged outreach strategy that includes a mix of “push” and “pull” channels.
“Push” channels may include sending emails, text messages and notifications to inform your employees. Meanwhile, "pull” techniques could consist of an employee benefits website, a self-service kiosk, and videos that draw interested parties in when they’re ready.
You should also ensure that employee benefits are being marketed effectively. Is the copy compelling? Does it include a strong call to action? Sometimes, the messaging falls flat and doesn’t persuade people to take additional steps.
7. Use incentives
People like getting rewarded, so incentives are an excellent way to start and maintain participation. For example, walking and other forms of exercise can reduce one's likelihood of chronic healthcare conditions like type 2 diabetes, cardiovascular disease, obesity and more. Therefore, if you want individuals to workout more, consider offering cash prizes if they reach certain milestones.
A great example is a step competition. Whoever has the most steps at the end of the month gets a prize. Employees may also like benefits-based incentives like paid time off or lower co-pays. Get creative!
Increase employee benefits utilization and boost loyalty
Stats suggest that nearly 60% of employees consider the benefits package when deciding whether or not to take a job. In addition, 10% of workers are willing to take a pay cut to access better benefits. In short, employee benefits matter, so it’s crucial that prospects and current employees know what your organization has to offer.
At OpenLoop, we help companies increase utilization and cut wasteful healthcare spending with our white-label, au-la-carte, virtual care program offerings. Instead of cookie cutter marketplace programs, customize your own benefits programs to meet your unique needs. Our customized solutions include an extensive network of providers and HIPAA-compliant technology aligned to your own branding.
Want to learn more? Contact us today.
Our full suite of white-labeled virtual care services includes: