Three Strategies to Improve Employee Engagement With Benefits

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A successful employee engagement plan includes three strategies: 

Segmentation: Address the “why this benefit is important” – which can vary across groups of employees.

Personalization: There are times when it’s useful to go even further by answering the “What’s in it for me?” question.

Year-round Communications: Keep benefits top of mind and remind employees regularly how the company is caring for them.

Use Segmentation to Speak to Employee Needs

Employees today expect information geared toward their individual needs and concerns. That means, when marketing your benefit programs, you must address the “why it’s important.”

And that “why” may differ by employee, so segmenting employees into groups allows you to provide messaging that hones in on specific “why” motivations for each group.

Personalization Answers “What’s in It for Me?”

There are times when it’s useful to go even further by answering the “What’s in it for me?” question. This is done with communication that is personalized to individual employees.

You can move the needle with the right message to your employees, at the right time.

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Year-round Communication is a Must

Keep benefits top of mind by regularly reminding employees how the company is caring for them.

A mix of traditional and new communication vehicles should be used: videos, graphics, short articles, home mailers, web banners, posters, text messages, social media—the list goes on! This allows you to reach different work environments and various styles of learning.

The Bottom Line

As a key element of overall compensation and rewards, benefits directly impact employee satisfaction with a company.

To reinforce your benefits offering and the value they provide, it’s critical that your communications are proportionate to the investment you’re making.

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