Category Archives: Employee Benefits

Improving Engagement Through Feedback

Last Monday, my co-workers and I gathered around the windows, asking “Is that them?”  We could see people in red shirts entering downtown Chicago from all directions, headed for Daley Plaza outside of City Hall.  They were teachers from the Chicago Teacher’s Union, striking for the first time in 25 years.

Source: cnn.com

Despite not having any connection to the Chicago Public Schools, I had been following the potential conflict for weeks, wondering if a strike would actually occur.  The teachers had laid out their issues, and both sides had been working for months to come up with solutions.  However, the Chicago Teacher’s Union and the Chicago Public Schools couldn’t reach middle ground, and the strike began on September 10th.

Now, I’m not trying to take a stand on whether or not the strike was the right thing to do.  As unionized employees, Chicago’s teachers had every right to walk off of the job, whether or not I agree with them.  However, I can’t help but notice that the teachers are actually just doing what we recommend here at Avatar HR Solutions every day: providing feedback on what’s holding them back from being fully engaged in the workplace.  Though a strike may be an extreme way of doing so, it is important for employees to stand up and tell someone when there is a problem in the workplace.

The necessity of employees letting their managers know when something needs to change in the workplace is twofold.  First, if an employee is bothered by something, unless he or she lets someone know, it’s unlikely the problem will ever be solved.  Second, if management does notice that employees are becoming disengaged, they will have to guess at the cause of the problem, and are unlikely to devise a proper solution.

An organization can prompt these discussions, either by conducting an employee survey with feedback sessions, or by asking managers to ask employees what’s holding them back from being fully engaged.  Employees can also take the lead, and schedule a meeting to talk about what is bothering them.  No matter which route leads to this discussion, the employee must be forthcoming and truthful and the employer must take feedback seriously to see any sort of progress.

Once the issues are out on the table, the final step is for both sides to come up with a solution to improve the situation, just as the Chicago Teacher’s Union and Chicago Public Schools were doing last week.  If everyone has been honest about what’s bothering them and why, both sides should be able to reach an agreement.  However, if you end up in one of these discussions and things aren’t going in the direction you would like, if you aren’t a unionized employee, don’t try to call a strike and walk off the job.  I’m pretty sure that’s just viewed as quitting.

Tips for Ensuring Your Benefits Communication Increases Employee Engagement

Regular, effective benefits communication is essential for companies to successfully recruit, engage, and retain their employees.  From financial planning assistance to wellness perks, organizations need to do a better job of communicating the value and availability of such benefits to current and prospective employees.  Last month, Bank of America Merrill Lynch announced the findings from its 2012 Workplace Benefits Report, an annual study of the role financial benefit plans play in employers’ talent management strategies and in the overall financial wellness of their employees.  The following are some of the key findings:

  • Thirty-five percent of employees indicated they did not know how to optimize their benefits while 10 percent of employees said they did not even know what benefits their company offers.
  • Sixty-six percent of employers think they should increase the frequency of communications [about benefits].
  • Sixty-three percent of employers believe they should target communications [about benefits] to specific employees.
  • Sixty-nine percent of employers feel they should increase the number of communication methods [about benefits].

Given these findings, below are some tips organizations can use to ensure their benefits communication increases employee engagement and boosts retention.

Clear, Open Communication

Organizations should clearly communicate the benefits available to employees, the advantages of each benefit, and how employees can use them effectively.  Openly communicating such information will engage employees, helping them take ownership of their well-being and financial future.

Frequent Communication

According to the study, 55 percent of employers only communicate with employees about their financial benefit plans once a year, or less.  From 401(k) plans and health savings accounts (HSA) to tuition reimbursement and summer Fridays, employees are interested in receiving regular communications about the many benefits available to them.  Without such information, employees are unable to make sound decisions about their health and financial planning.

Tailored Communication

Organizations should tailor how they communicate their benefits to different generations in the workforce.  For example, younger generations would benefit from receiving information about the advantages of 401(k) plans while older workers might be interested in learning about their employer’s phased retirement options.  Advice that is tailored to groups in different life stages will help employees successfully prepare for their future.

Cross-Platform Communication

When communicating benefits to employees, organizations should provide information across a variety of platforms.  From the company website and intranet to e-mails and direct mail, organizations would do well to get in front of employees in a variety of ways.  As a result, organizations will continue to drive home the importance of employees being aware of and knowledgeable about the benefits available to them.

By establishing a well-rounded benefits communication plan, organizations will succeed in helping workers fully understand the many benefits they can take advantage of in the workplace.  In doing so, employees will feel engaged and empowered about their future.