When HR leaders proactively communicate and answer employee questions, it demonstrates a commitment to the wellbeing of their employees. This trust leads to increased employee satisfaction and a stronger sense of belonging within an organization. —Jocelyn Meyers, people & culture, business partner, ZayZoon
Communication strategies that highlight the wellness initiatives and benefits available to employees need to be accessible to any employee, on any employee’s terms — from newsletters and company-wide meetings to targeted emails and text and mobile notifications. —Jasper Purvis, vice president of business development, Selerix
By providing multiple channels, you can help ensure each person has equal access to timely information regardless of whether they are working remotely or onsite. —Kristen Krapf, director of benefits communication and engagement, MJ insurance
Employers and brokers must consider how employees interact with various technologies, how cultural or generational differences may affect the message and which methods best convey critical information about benefits. —Ann Clifford, freelance writer
Employers must tap into the communication channels that most effectively reach different segments of the employee population, many of whom are working virtually. —Brian Billings, director of client management, ARAG
Periodic communications throughout the year tied to current events improves the likelihood employees will better understand and appreciate what is available to them through their benefits package. —David MacLean, vice president of strategic growth, LegalShield
A good benefit communication package encourages employees and family members in both enrollment and utilization. Employers get the greatest value out of a year-round, planned communication cycle. —Marty Traynor, benefits consultant
Incorporating employees’ pain points and goals into benefits messaging helps make it personally meaningful and actionable. Using real-life examples of how benefits save money or improve results can also drive interest, buy-in and action. —Ana Perez, chief marketing officer, Benefitfocus
Employees’ voices provide invaluable guidance for enhancing benefit programs. Through surveys, focus groups, or suggestion platforms, organizations can collect feedback on existing benefits and suggestions for new offerings. —Alexa Lemzy, marketing & communications manager, TextMagic
While ongoing education is also critical, employers should also consider additional solutions to ensure employees get the most out of the benefits they selected when they experience a covered event. —Nate Black, vice president, health solutions product, Voya Financial
Creating better communication strategies
Design by Chris Nicholls
Illustration: Jorm Sangsorn/Adobe Stock
Today’s most effective leaders need to consider how to make wellness the norm in the fabric of their company culture – and this is important because employee wellness is directly linked to business and organizational success. —Fanny Pihl, employee wellness director, Lifesum
While HR leaders may feel inclined to start the process of researching and onboarding new wellness benefits by focusing on national trends and popular benefit lists, this may result in overlooked populations being left out of the discussion. —Sheri Atwood, CEO, SupportPay
Leaders are pivotal in fostering psychological safety and building trust through their actions, showing employees they are valued and supported in whatever they may be going through. —Maggie Smith, PHR, SHRM-CP, senior vice president of human resources, Traliant.
When wellness is embedded into your workplace culture, you’re showing employees just how much you truly value them—no matter what wellness programs you offer. It’s an investment in your people. Helping employees make lifestyle changes is key to a productive, happy and healthy workforce. —Shannon Isom, senior director of engagement, Marathon Health
It’s a leader’s responsibility to provide a creative, communication-driven workplace where employees feel supported on an individual level. Every team member should have an opportunity to grow toward their best personal and professional self. —John McCartney, APR, principal, Jmac PR
As workplace benefits are put in place to help support wellbeing, it is critical to look at whether employees are prevented from using those benefits when they need them most. —Stefan Underwood, SVP performance methodology, Exos
Employers must steer clear of a deceptive phenomenon known as “wellness washing.” With wellbeing taking center stage in workplace culture, it’s easy to get caught up in the appeal of flashy perks that may not truly contribute to employee welfare. —Mia Barnes, editor-in-chief, Body+Mind Magazine
Addressing these limitations should be a priority for employers. They can take proactive steps to create a culture of openness and support around mental health, thereby reducing stigma and encouraging employees to seek help. —Amy Kazmierczak, chief people officer, Lucet
Brokers and advisors can help employers build holistic benefit packages that not only attract top talent, but also foster a culture of wellbeing and security within the organization. —Heather Deichler, senior vice president of product and underwriting, Lincoln Financial Group Protection
The bottom line is that when people are performing tasks that align with their strengths, they feel a sense of purpose and fulfillment, which enhances their overall wellbeing. —Josh Bersin, global HR analyst and CEO, The Josh Bersin Company
Making enrollment (and beyond) more impactful
Ensuring employee wellness
Using data & tech to your advantage
Creating better communication strategies
Innovative plan design
Personal & professional development
Building a better brokerage
Prospecting & making new connections
Creating a more diverse industry
Challenging the status quo
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