Engage Young Talent with Telehealth Benefits

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Employees want benefits that allow them to invest in their overall health and wellbeing. One benefit that younger employees especially appreciate, and that is continuing to grow into 2023 and beyond, is telehealth.

What is telehealth?

Telehealth, or telemedicine, lets employees receive high-quality medical care from the comfort of their own homes. While it is not a replacement for urgent care or emergency medicine, it is an option for people who want fast, convenient, and affordable care for injuries and illnesses.

Two years after the start of the pandemic, there has been an almost 11% increase in the use of telehealth services. In another survey, nearly 45% of people reported using some form of telehealth, whether from a mobile app, a subscription service (such as a mail-order pharmacy), or a computer via telehealth software. Also, the use among young adults ages 18-34 remains high, with 61% using telehealth services.

If you have telehealth services or are considering offering them as part of your benefits package, how can you engage younger employees and inform them about telehealth?

Let them know of the convenience of telehealth

More than 70% of younger generations prefer telehealth because of its convenience, with 44% of Gen Z and Millennials saying they may switch healthcare providers if they don’t continue to offer telehealth.

Telehealth doesn’t tether employees to any one healthcare provider, and they will have 24/7 access to resources and providers so they can be informed, stay on top of their health, and schedule appointments that best suit their schedule. They can talk to a doctor within minutes instead of driving and waiting in a doctor’s office. Depending on their symptoms, they may be referred to urgent care or the emergency room, but the convenience of accessing health care whenever they need to can be an attractive option.

Continually communicate the benefits of telehealth

Did you know that 40% of workplace injuries can be assessed virtually? This means when employees use telehealth, they can get treated faster, stay healthier, and return to work sooner. Communicate about your telehealth benefits by giving examples of how it can be used in easy-to-understand language, such as “If you wake up sick and cannot come into work, here are the steps you can take to get treatment.” This way, employees will understand exactly how your telehealth benefits work.

Address underlying privacy concerns

Since telehealth takes place on a digital platform or mobile app, employees may have privacy concerns and wonder if their personal and medical information will stay private. Telehealth communications between people and their telehealth professionals should all be HIPAA (Health Insurance Portability and Accountability Act) compliant and secure. Verify with your particular provider so you can confidently share the security message with your employees.

Discuss how telehealth can improve access to healthcare

If some of your employees live in rural or remote areas, they may not have many options for healthcare providers, or the nearest doctor’s office may be too far for them to conveniently drive to. Telehealth can enable your employees to receive the care they need, no matter where they’re located.

Mention safety and social distancing

Employees may still be concerned about COVID long after the pandemic stops. Telehealth services allow social distancing by preventing in-office interactions and potential exposure to COVID and other illnesses such as the flu. This knowledge can ease their minds and give them a sense of security.

Meet employees where they are

As an employer, supporting your younger employees and letting them know you have their backs regarding their physical and mental health demonstrates your commitment to their wellbeing. By offering them telehealth and conveying the benefits of telehealth, you let them put their health first and give them peace of mind to get the care they need anytime and anywhere.

 

Content provided by Q4iNetwork and partners

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5 Employee Benefits Trends to Watch in 2023

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Soon, it will be 2023, and with it comes deciding on employee benefits that not only help you attract new employees but retain your current ones. Your peers and colleagues are keeping this top of mind, as a study shows that 53% of small business employers and 70% of large business employers are already planning to up or enhance their benefits offerings.

Here are five benefits trends to keep an eye on in 2023.

Full coverage of healthcare premiums

A survey shows that healthcare is still a worry for employees and their families. Currently, the national average of coverage for healthcare premiums is 83%, but something to consider when attracting and retaining employees is paying 100% of an employee’s healthcare premiums. Some employers embracing this trend ahead of 2023 feel it will benefit their bottom line and positively impact employees’ overall well-being.

Financial benefits

The pandemic continues to affect people financially, with half of U.S. workers saying the pandemic will make it harder for them to achieve their financial goals, and 62% of U.S. workers stressed by their current financial situation. Offering a 401(k) and monthly stipends are great financial support. To supplement that, you can help employees feel secure in achieving their financial goals by offering assistive tools like financial tracking software to help them regain financial agency and improve their spending behaviors.

Caregiver benefits

Did you know that caregivers make up half of the U.S. workforce? Did you also know that of those caregivers, 70% of them feel they’ll have to leave the workforce to properly care for their loved ones? You may not even know if your employees are caregivers. If you want to offer a caregiver benefit, survey your employees to find out how many of them are caregivers and how much time they spend caregiving a week. Then, use the information gathered to give your employees the needed resources.

Bereavement and grief benefits

When employees lose a loved one or a beloved pet, they need time to grieve, and they need employers who understand their grief and are willing to work with them. Grief affects employees’ work performance and productivity, and you don’t want your employees to feel like they must soldier on through the workday during a difficult time in their lives. Having bereavement and grief benefits lets your employees know you have their back.

Family planning

Family planning is important for employees, as 30 to 50% of a workplace’s employees are in the stage where they want to start or expand their family. The pandemic shifted priorities and focus, and more people want to spend time with their family, regardless of whether they are beginning or expanding it—both mothers and fathers alike. While you may already have a PTO (Paid Time Off) policy, consider offering a separate policy for family leave so parents can take the additional time they need to spend with their children.

Contributing to work-life balance

Overall, for 2023, it seems the trend is offering benefits that contribute to an employee’s work-life balance. Letting them know they don’t have to choose between work and whatever is going on in their lives goes a long way. As always, survey and ask your employees what benefits they want—and need. Reviewing and updating your employee benefits will help you stay competitive in the job market and may help you improve your bottom line by improving employee productivity, loyalty, and retention.

 

Content provided by Q4iNetwork and partners

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What To Do About Quiet Quitting

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“Quiet quitting” is the hottest new buzzword and trend. You see articles written about how more and more employees are quietly quitting and how employers are concerned about this “new trend” and its effect on their business.

But quiet quitting isn’t new. It’s a new term for an old behavior.

The great divide

Quiet quitting is when an employee doesn’t leave their job but stops going above and beyond—stubbornly sticking to their job description.

There is a debate between some employers and employees about the nature of quiet quitting. Some employers worry about employees’ productivity, while some employees argue that quiet quitting is redefining work and life boundaries, as well as protecting their mental health.

Research shows that quiet quitting happens because of the work culture—which starts at the top. Employers who aren’t effective leaders have more people quiet quit (or outright leave to look for new positions).

The quiet quitting test—and cheat sheet

Whatever side of the divide you may fall on, quiet quitting comes down to employees’ mental health, employee engagement, and employee satisfaction. If any of these are low, employees may reduce their energy spend at work, doing the bare minimum. They may already have one foot out the door. If you’re concerned that an employee might be quiet quitting, ask yourself the following questions, and then take steps to answer and address them.

Do your employees seem burned out?

Notice the signs. Do your employees seem exhausted (beyond just needing that extra cup of coffee in the morning)? Do they seem more isolated and cut off from their colleagues? How do they respond to new projects? Do they take the initiative to contribute or offer up their ideas?

What you can do: First, you have, hopefully, established a culture of trust with an open-door policy where employees feel they can come to you if they have issues. Regardless, keep the lines of communication open. Talk with your employees. Maybe they’re in the process of moving, or a loved one is ill. Work with them to find solutions, whether readjusting their workload or giving them paid time off to deal with what’s happening at home. When employees feel supported, they can give their focus to their issues and come back with a clear head and less stress.

Do your employees seem consistently disengaged?

Are they attending meetings but not contributing? Do they put off projects and wait till the last minute to do them—and then not turn in quality work? Do they engage with their colleagues about work and non-work areas in their lives?

What you can do: When employees are disengaged, it usually means they feel bored, stuck in their position, or unvalued. Consider offering opportunities like access to online courses or tuition reimbursement so that they can add to their skill set. Look at their job role. If their position and role haven’t changed much, reevaluate and see if any new skills can be added, or offer them new projects that will be challenging but that you know they can accomplish. Let your employees know you value their contribution, and they will give you their best in return.

Has their personality taken a U-turn?

Are they turning in work that’s full of errors and mistakes? Are they making excuses? Are they showing up later and later to work—or not coming in at all (and not notifying you)? Are they becoming more argumentative?

What you can do: First, gather your observations instead of jumping to conclusions. For example, if they turn in work full of errors and mistakes, note the assignments and projects. Then, talk to the employee. Tell them you’ve noticed their quality of work has changed and ask them what’s going on—sometimes, the employee may not even realize they’re turning in work full of errors and mistakes. Making them aware of what they’re doing and developing a plan of action together will help create clarity about what needs to happen next while also providing them a chance to air their frustrations or talk about the challenges they’ve been struggling with.

Are they financially struggling?

Do your employees often take or ask for paycheck advances? Are they borrowing or withdrawing money early from their 401(k)—or not investing at all? Is there an increased frequency of days they’re taking off?

What you can do: One word: compensation. Employees have multiple expenses: housing, healthcare, student loan debt, and gas, just to name a few. To ease the burden of these expenses, consider your compensation, which has two parts. The first part of compensation is benefit offerings. For instance, you can offer health insurance or healthcare savings cards, so the cost of getting sick goes down, or you can provide monthly stipends that employees use for personal expenses (bills, student loan debt, etc.).

Also, consider the other part of compensation: salary. Are your employees being paid a fair and competitive salary (one that is at least the average market pay for their position)? If you are not already, conduct compensation conversations (at the very least) yearly. Review their role and what else factors into their total compensation, like retirement funds or Paid Time Off. Remember to show your appreciation for the work they do and how they contribute.

Questions to ask yourself as a leader

If your employees still seem burned out, disengaged, or completely changed, you may worry about your leadership style and if that may lead employees to quietly quit. If this is the case, take a step back and give yourself an honest, objective test. Ask yourself the following questions:

  • Do you go out of your way to ensure employees feel valued?
  • Do employees feel comfortable talking to you?
  • Do you have positive relationships and connections with employees?
  • Do you keep your word and do what you promised?
  • Do employees trust your opinions and advice?
  • Do you feel comfortable talking with employees about compensation?

If the answer to one or more of these questions is no, turn this into a learning opportunity. Ask your employees for feedback on how you can get better, and then implement that feedback. By learning how you can improve, your employees will see this and learn to trust you and your approach, and the possibility they will quiet quit decreases.

Even the best organizations will have employees who are quiet quitters. That is inevitable. But when you trust your employees, care about them, and help them feel comfortable engaging with you and their colleagues, they feel like a valuable part of your organization. And an employee who feels valued is an employee who will want to contribute—and stay.

 

 

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Strengthening the Employee Holistically

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Employees have lives and needs outside the workplace—needs beyond a paycheck and benefits. The needs were always there – what is trending is the conviction that if their current employer isn’t fulfilling their needs, they’ll leave their jobs to work for an employer that will.

Employers can see increased talent retention and performance by understanding the importance of employees’ holistic wellbeing and learning how to design a positive employee experience.

Think holistically and strengthen the employee experience

Employers need a deeper understanding of what employee needs look like and how they can help their employees outside the workplace. Supporting employees’ holistic wellbeing includes providing support in these key areas:

  • Physical health:  Level of illness, injury, preventative care, and general lifestyle.
  • Financial health: State of personal and family financial security.
  • Mental health:  Condition of psychological and emotional wellbeing.
  • Social health: The ability to form satisfying interpersonal relationships with others.

If you want to support your employees’ physical, mental, financial, and social health, you’ll need a compelling employee experience. According to Met Life’s recent study, there are five key areas that will contribute to a good experience:

Purposeful work

Purposeful work is a top driver for employee mental, social, and physical health. Employees are interested in their employers having a clear purpose and a positive impact, which significantly influences retention. People also want to feel valued at their organization, so it is not only about contributing to purposeful work but also being valuable.

Flexibility and work-life balance

Flexibility and work-life balance have become a priority. Seven in ten employees rank work-life management benefits and programs like flexible hours and financial allowance for their home office as their top needs. It’s essential to recognize that flexibility means different things to different people. The key factors include:

  • Where they work (remote, hybrid, in-person)
  • When they work (setting working hours and “protecting” pockets of time)
  • What they wear
  • How Paid Time Off (PTO) can be used

Employees who are satisfied with the flexibility their employers provide are twice as likely to stay with their current organization for as long as possible or until retirement, and 82 percent of employees feel mentally healthy. 

Social and supportive cultures

Strong cultures bring people together and increase social health, resilience, and loyalty. People thrive off their connections with others, but it takes strong leadership and managerial support to bring that culture to life. For instance, 77 percent of employees with supportive managers say they feel mentally healthy versus only 47 percent of workers who do not feel supported.

Career development and training

Employees are serious about growing and advancing their careers and are not afraid to seek employers that will support their careers. Job seekers look for roles that offer development, training, and advancement opportunities and see them as a must-have. The number of job seekers looking for jobs with those coveted benefits has grown by 8 percent since 2020; employers that offer these opportunities are more likely to have successful employees.

Wellness programs and benefits

Regarding mental health, wellness programs and benefits are the best route. This may include fertility benefits, parental leave policies, pet insurance, and employee-assisted programs (i.e., mental health counseling, legal support, and credit counseling). These benefits support the inner workings of employees’ personal lives, produce resilience, and improve overall mental health.

Why it matters

Employers face a tight labor market marked by declining job satisfaction and loyalty. Only 66 percent of employees say they are satisfied at their place of work (a 20-year low). If you’re thinking, “Well, I know my employees are loyal and satisfied,” be cautious. There is a significant gap in employer and employee perceptions. While 86 percent of employers believe their employees are loyal and satisfied: 

  • 55 percent of employees say their employer has their best interests in mind
  • 39 percent of employees would recommend their employer as a place to work
  • More employees are quitting their jobs to work for an employer that meets their needs

The same study found that holistically healthy employees are more likely to be satisfied with their current job, feel engaged and productive, and intend to stay with the company for at least 12 months. Understanding the value of supporting your people can make a huge difference.

Pursuing wellbeing is good business

It is safe to say that employees expect more support from their employers in many areas, at work and beyond. The good news? Positive wellbeing is good business.

Organizations that care for their employees’ wellbeing, offer compelling benefits, and provide an attractive employee experience will seize the win-win opportunity. They will attract talent that will enable the organization to perform at its highest level. After all, employees are more engaged, loyal, and productive when their needs are met.

 

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What is Health Insurance? Why is It Important?

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As an employer, if you’re shopping around for the best health insurance plan for your employees and wondering, “what exactly is insurance? And why is it important?” you are not alone. Insurance can be confusing—you may wonder how it works, the benefits of insurance, and how you can find the best plan and benefits for your employees.

Let’s dive in.

What is health insurance?

Simply put, health insurance is a safety net that helps your employees and their loved ones stay healthy with preventative care and medications, as well as help them recover after something like an illness or an accident. When your employees experience something covered by their insurance, and they file a claim, the insurance pays the provider based on the terms of the policy.

You want employees to feel protected and to be proactive about their health. Not doing so can lead to greater health risks long-term and cost them financial security. Insurance protects them from this risk. You hope your employees spend more time using their insurance for preventative care than catastrophic care, but if they have no insurance, either scenario will put them in a difficult financial situation.

How does insurance work?

Insurance is, essentially, a “rainy day fund” that is shared by your employees and managed by what is called an insurance carrier. The insurance carrier uses the money collected, called a premium, to help fulfill its promise to your employees when a claim is filed. Insurance also has a policy limit, the maximum amount the carrier will pay under the policy, and a deductible, the amount your employees must pay themselves, out of pocket, before the carrier pays a claim.

What are the benefits of insurance?

Having insurance allows your employees to manage life events that inevitably come up. Insurance helps keep your employees’ lives on track as much as possible after something happens. Insurance also:

  • Helps your employees live their lives with fewer worries. Employees know they’ll receive financial assistance after an accident and have support to recover, and it provides protection for when the worst happens.
  • Increases employee retention rates. When you offer health insurance to your current employees, it shows that you care about their wellbeing—and when you offer it to potential employees, you widen your pool of candidates.
  • Helps maintain your employees’ current standard of living. If they become disabled or have a critical illness, insurance can cover their day-to-day costs and other expenses while they focus on their health and recovery.
  • Helps give your employees peace of mind. A study shows that when needed health care, such as medications, increased in price by ten dollars, people stopped buying those medications. Life happens, and your employees cannot anticipate what might come up.

How do I choose an insurance advisor?

Consider the following when choosing an insurance agency and advisor to help secure coverage for your employees:

  • Type of coverage. What kind of insurance does the agency offer? Can they advise and educate on a spectrum of policies such as fully insured, level-funded, or self-funded? Do they offer additional insurance options such as life insurance or ancillary benefits? The more you know, the better position you’ll be in to make educated decisions for your business and your employees.
  • Education and resources. What resources does the agency offer to help you manage your insurance and benefits program? Do they proactively share information and materials? Do they make resources readily available?
  • Customer service. Do others recommend this agency? What do others say about them? Look them up online to see Google reviews, explore testimonials and case studies on their website, and review their LinkedIn profiles.

Taking the time to research a company before engaging in a sales conversation is common for buyers today. But be sure you are also making time in your process to spend quality time getting to know your future advisor.

Great insurance agencies and advisors will take the time to educate you about different options. Get a sense of how capable they are at informing and educating, so you can feel confident and informed about a potentially unfamiliar topic. Make your advisor selection based on building a relationship with someone who will work collaboratively to help you make the best decisions for your business.

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Why (and How) You Should Care About Employee Health

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The month of May, deemed Global Employee Health and Fitness Month (GEHFM), is a time to observe how the benefits of health and a healthy workplace make a difference in employers’ and employees’ lives. Employees in good health, both physically and mentally, are more likely to give their all to their organization. When employees have health-related issues, and nothing is done to help them, it affects their lives and costs businesses money. An estimated $530 billion a year, in fact.

The good news is that improving employee health is not an impossible feat. It’s quite possible! Show your employees you care about their health and wellbeing with these tips you can implement in your workplace.

Give employees autonomy

Research done by McKinsey Quarterly shows that the higher someone’s rank is in a company, the lower the instances of health issues such as stress and cardiovascular disease.

Why? The higher the rank, the lower the stress and chances for illness.

But why?

Even though these high-ranked employees faced many demands in their job, they enjoyed more control over their tasks, how they did them, and when.

This kind of autonomy needs to apply to all your employees. Instead of looking over their shoulders and being a helicopter, give your employees control over their tasks. You can still provide priorities and task deadlines but let them choose what tasks to work on during their day—and how they do them.

Encourage physical activity

A sedentary lifestyle at home and work can lead to health-related issues such as back pain, which 8 out of 10 people experience at some point in their life. Encourage your employees to get up and move during the day—taking a walk, stretching at their desks, and doing yoga are all good options. If your office is onsite, provide workstations with ergonomic chairs and standing desks. If your employees work remotely, consider giving them a stipend that they can use to make their at-home workstation ergonomic.

Help avoid digital eyestrain

Thirteen hours. That is how much time the average person spends daily in front of a digital screen (computer, phone, television), including both personal and work screen time, according to the Screen Time Report. In the same report, 71% of employers estimate their employees spend three or more hours staring at a screen—and 10% estimate their employees spend ten or more hours staring at a screen.

Your employees are locked in to some kind of screen during most of their day, so encourage them to give their eyes a rest by following the 20-20-20 rule: Every 20 minutes, take a break and stare at something 20 feet away for 20 seconds.

Give a shoulder to cry on

Having social support—family and friends you can count on—directly affects health. The same is true for workplace support. Having a competitive culture that pits people against one another weakens social support. Also, having a transactional culture, where people feel like they’re just a number instead of a valued employee, further weakens that support.

Let your employees know that you and their fellow employees have their back and make your company culture one of support and empathy. This lets them know they can trust one another and leads to happier employees.

Don’t make people choose

Life is a trade-off between work and family commitments. Parents have school and sports commitments for their children; people have aging relatives they might need to take to doctor’s appointments. But for many people, these are stress-inducing events because they feel forced to choose between one or the other—work or family.

Make sure your employees know that family and other personal commitments are a part of life. Give them flexible schedules so they don’t miss out on important moments or appointments—because when people feel happy and fulfilled at home, it will reflect in their work.

Encourage employees to actually end the day

 

Multiple studies show that the number of hours worked does not necessarily equate to productivity. Once the workday is done, encourage your employees to clock out and enjoy their evenings and weekends with their friends and family. If your employees work remotely, encourage them to do the same and to log off their computers when the workday is done.

Invest in your employees’ health

When you show that you care about the health and wellbeing of your employees, they will notice. Give them access to health insurance, health and wellness programs, annual health screenings, and health education with practical, straightforward advice that your employees can put into practice. By providing these, you give employees the chance to take charge of their health.

Try “office recess”

Remember recess as a kid? It was a time to play, recharge, and have fun. Office recess is the same concept, where you encourage employees to “take a recess”—to pause and do something for themselves. This gives employees a mid-day energy boost and gets them started on the path to relaxation.

Be healthy, be happy

Employee health is a good investment. When you take the time to make sure they are healthy and happy—both physically and mentally—they will remember it and give their all for you. Use this month to spend time considering how you can make positive, forward-thinking changes to your company that promotes the health and wellbeing of your employees. Even small changes can make a difference. As you work to make these improvements, empowering employees to make healthy decisions for themselves, your culture, productivity, and internal relationships will improve—along with employee health.

 

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Why Employee Benefits Are Important

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Employees are the backbone of your organization, the people that keep things running smoothly and keep your clients happy—and a generous benefits package goes a long way toward keeping employees happy. But long gone are the days when only employee compensation, free lunches, foosball tables, and nap rooms met people’s needs.

The pandemic happened. And with it came the Great Resignation, where 4.5 million US workers left their jobs voluntarily in 2021. Wanting a different lifestyle, high healthcare costs, rising inflation, the financial challenges posed by the pandemic, and needing to feel rewarded and appreciated for their work are a few reasons people left their previous positions.

People want and expect more from their position and employee benefits and believe they can get more, so they are. It’s time to start paying attention to the current feelings behind employee benefits—and why you should offer not just good but great benefits.

Employee attraction and retention

Let’s throw some percentages up in the air: 49%, 78%, and 40%.

  • 49% of your employees will start looking for new work in the next 12 months if they aren’t happy with their job or benefits.
  • 78% of them will stay with your company if your benefits package is attractive.
  • 40% of potential new employees will seriously consider your company if your benefits package addresses their wants and needs.

Employees want to work in a caring company culture where they get more from their job than a place to work and a paycheck. With excellent benefits, you show you value people, and you will not only attract new employees but also retain your current ones.

Work/life balance

Blending the demands of work and life can leave employees feeling frazzled at the end of the day. There are projects to finish, deadlines to meet, dinner to make, sick kids to take to the doctor —all these demands can feel like balancing a wobbly stack of plates ready to crash.

With the rise in remote work, people are spending more time working than ever; nearly 70% say they are spending more time working on the weekends because of the pandemic and the transition to remote work. Also, 45% of people now spend more time at work than ever before because of remote work. Providing substantial employee benefits like flexible schedules and paid time off gives them the support needed to help build the bridge between work and life.

Overall mental health and wellness

One in five adults will have mental health issues, but only one in three who need help will get it. And when employees don’t get the help they need, their work suffers: The World Health Organization estimates that mental health issues cost companies $1 trillion a year in lost productivity, but prioritizing employees’ mental health gives a return of $4 per person in improved health and productivity.

Despite money lost or money gained, people want a more open culture surrounding mental health and training on where to find assistance or resources. Focusing on overall mental health and wellbeing helps with overall morale.

Increased productivity

When employees wake up and come to work each day, you want them to feel fulfilled and ready to tackle any projects and challenges that come their way. When there is a robust benefits package to take care of employees, they will feel that they’re taken care of and will give back to you by being productive in their roles, providing excellent customer service, and being more engaged.

Improved financial security

Whether your employees are just starting their career or thinking about retirement, they want to have their immediate, short-term, and long-term financial security assured.

  • Immediate: Vital parts of immediate financial security are an employee’s paycheck, tuition reimbursement for their learning and education, monthly stipend reimbursements, and quality health insurance. Providing these immediate financial needs pushes worries to the back of your employees’ minds and gives them comfort and focus.
  • Short-term: This kind of security comes with offering a disability and life insurance plan. If your employees have family and the unexpected happens, the ability to earn income will be stalled or lost entirely. A disability and life insurance plan is important for when life, well…happens.
  • Long-term: Employees will, in the years ahead, want to fully retire or work part-time, which naturally leads to a reduction in income. Offering a good retirement plan (either a 401(k) or an IRA) builds up an employee’s net worth and gives them a solid nest egg to fall back on.

Giving employees assurance that these three forms of security will be taken care of is important—employees bring their home life with them to work, along with their worries. Alleviating those worries goes a long way.

Show them you care

Actions speak louder than words. A company should have values written down and also put those values into practice to show employees they care about them and their wellbeing. Giving employees a robust benefits package complements those values, leading to a positive culture and a pleasant workplace for all.

 

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Photo by fizkes

 

Three Employee Benefits to Help Your Employees Achieve Their Dreams

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When employees feel supported by their organization, they’re much likelier to want to stick around. They’ll also feel more comfortable being themselves at work, which will help your company’s culture and sense of belonging. People who feel like they belong will work harder to protect and uplift their community than those who feel uncomfortable and unseen.

One great way to build trust and reliance that leads to long-lasting employee/employer relationships is enabling employees to pursue their personal goals outside of work. Employee benefits can play a vital role in helping you achieve this. Here are three benefits to consider that will make a lasting positive impact on the lives of your employees.  

Family planning benefits

Choosing to start a family is one of the biggest decisions a person can make during their life. Starting a family is expensive and scary—to build a healthy family, you need time and money. And without support from your job, it can be stressful to maintain a career. Making it easier for your employees to start a family can reduce stress, give peace of mind, and create stability. Offering these benefits to all your employees, regardless of relationship status or sexual orientation, is a great way to improve Diversity, Equity, and Inclusion (DEI) within your company.

Whether it’s paid parental leave, adoption aid, or fertility treatments, benefits that make it easier for your employees to start a family send a clear message: You care about the personal goals of your employees and want to make it easier for them to get what they want out of life.

Student loan support

Last year, a study found that the likelihood of high school students going to a four-year college plummeted by almost 20%, from 71% – 53%. People are worried about the cost and want to avoid debt. Since 1980, the cost of going to college has risen by 169%, yet the average pay for workers between the ages of 22 and 27 has only increased by 19%. It’s harder than ever for people to justify going to college, considering the debt they can expect to accrue.

Student loan or tuition support can make or break someone’s dream to go back to school. This benefit will not only empower your employees to educate themselves without the burden of debt, but also education will make a lasting impact on the rest of their lives, opening doors that would otherwise be shut.

Community engagement

 

When people volunteer and engage with their community, it can have positive effects on their health and mental wellbeing. It also gives them a sense of purpose that can be hard to get otherwise.

Consider offering benefits such as paid time off for community engagement. This will make it easier for your employees to set aside volunteer time. Finding the time to volunteer at their local voting office, old folks’ home, animal shelter, or community garden can be difficult with only two days off a week.

Offering paid time off specifically set aside for community engagement will give your employees that extra room to go do something they’re passionate about, whether it’s protesting, cleaning up their local nature reserve, or helping out a neighbor in need.

Their happiness is your success

 

The more fulfilled your employees feel, the happier they’ll be, and the stronger their relationship with your company will become. Creating an organization that empowers people to build their dreams isn’t just a fantastic way to leave a positive legacy in the world— it’s how powerful businesses are made. Talk to your benefits advisor to learn about other employee benefits that will help your employees achieve their goals.

 

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Just the Facts: Employee Healthcare Literacy

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As mentioned in the previous week’s blog—only 4 to 14% of adults in the United States have a basic understanding of health insurance.

What does this mean? It means out of the current US population of 329.5 million, only 13.2 to 46.1 million people have the knowledge to understand their health insurance fully!

Instead of leaving your employees out in the cold and leaving their decisions about health insurance and healthcare to chance, help your employees understand why healthcare literacy is so important, so it can empower them to make good decisions.

The first step? Understanding what healthcare literacy is.

What is healthcare literacy?

It is how people interpret or act on health information and services. For example, receiving medication from a doctor and knowing how to read the label to decipher how much medicine to take or understanding and interpreting a medical invoice is considered a form of healthcare literacy.

There are two different types:

  • Personal healthcare literacy, or how well someone can find and understand health information/services needed.
  • Organizational healthcare literacy, or how well businesses/organizations help their employees find health information/services required.

Both types are about using health information and services to make the best health decisions possible.

What can affect healthcare literacy?

Many factors can affect someone’s healthcare literacy. For instance, if someone does not understand medical terms, they may not be able to understand or interpret a doctor’s diagnosis. Other factors that could potentially affect healthcare literacy are lacking an understanding of the healthcare system and how it works and other personal factors such as age, income, education, culture, language abilities, reading skills, writing skills, and math skills.

What happens if someone has poor healthcare literacy?

A person with poor healthcare literacy will often delay or avoid care, will not understand the costs associated with out-of-network care, will not ask their employer questions about their health insurance plan, and will be less likely to use preventive services and care, such as getting a flu shot.

Why is employee healthcare literacy important?

At some point, your employees will need to use their health insurance to access and understand health information and services like prescription services.

Their level of healthcare literacy affects:

  • The ability to navigate their health insurance plan and the healthcare system to find needed doctors and services.
  • Knowing when to share personal information with healthcare providers.
  • Practicing self-care and at-home procedures, as well as using preventative health services.
  • Understanding concepts such as cost-benefit ratios (weighing the risks and benefits of receiving medical treatment).

Having strong healthcare literacy lets your employees find the information and services they need, effectively communicate with their healthcare providers about needs/preferences, and understand their health condition and choices they have about treatments and doctors so they can decide what services and options are the best for them.

How can you, as an employer, help improve healthcare literacy?

A good step on the path to improving literacy is to ask your employees about their understanding of health insurance terms and concepts. You can use their answers and thoughts to specifically address areas where knowledge might be lacking.

Also, be sure to lean on and use your broker or advisor as a resource. Look at what they offer in terms of support to members in understanding their benefits and being healthcare literate. This can include resources, online portals, and mobile apps.

Understanding is one of many steps

Understanding healthcare literacy and what it is will help your employees understand what it is as well. Increasing healthcare literacy in your organization will, in turn, create well-informed and knowledgeable employees who feel confident and take charge of their healthcare decisions. And, as they say, knowledge is power.

 

Content provided by Q4iNetwork and partners

Photo by dolgachov

Why Healthcare Literacy Should Be a Top Concern for Employers (And What to Do About It)

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These days, offering a group health plan for your employees is crucial for reducing turnover, keeping employees engaged, and attracting talent. But offering benefits is a huge investment for employers, making it an often stressful piece of running a business. Like any significant investment, group health plans become easier to implement when you can bring in a solid return on investment.

One major factor contributing to your ROI is the percentage of employees who actually use the benefits you offer. A chief component of whether they use their benefits relies on their ability to understand their plan. Unfortunately, people often struggle to understand their benefits—in fact, only 4-14% of adults have a basic grasp of health insurance. In the US, a whopping nine out of ten adults have difficulty using health information. Imagine the ratio of your employees who feel comfortable navigating their benefits plan and understanding the benefits available. Statistically, it reflects these numbers.

Lack of healthcare literacy is an epidemic that affects the health and wellbeing of employees. Lack of understanding leads employees to miss out on accessing and using their benefits, which has a direct correlation on their health outcomes.

For the sake of your employees’ wellbeing and for the value of your investment, it’s crucial you take steps to help improve your employees’ ability to understand, navigate, and use their health plans.

Use plain language

When communicating with your employees about their health plan, make sure you avoid healthcare jargon and confusing terms. Offer explanations for terms they might come across so they can better navigate unfamiliar language. Healthcare.gov offers an excellent glossary of terms and definitions you can share with your employees. Also, read through any documents your provider will offer your employees and familiarize yourself with them. If you find yourself having questions, chances are your employees will have those same questions.

Be proactive in helping employees find clear answers, for the easier it is for them to understand what they’re reading, the more likely they will use their benefits.

Communicate often

If you want your employees to take full advantage of their health plan, it’s important that it’s kept top of mind for them—this means making sure you’re not only communicating about benefits around open enrollment/renewal season.

Talking about benefits just once a year isn’t going to help your employees stay engaged with their health plan. Consider adding communications about their benefits in internal newsletters, employee reviews, and quarterly meetings. Keep the conversation going year-round, so health benefits always stay at the top of their mind.

Tailor your message

When talking about your benefits plan, create conversations and messages that center on the differing wants and needs of your employee population.

  • Have employees who are of the age where they may be considering starting a family? Make sure to remind them of your family planning benefits.
  • Is there an emotionally challenging situation your employees might be facing? (Say, a pandemic?) Remind them of their mental health benefits.
  • Have employees who are traveling? Don’t forget to highlight their access to your telehealth benefits.

Whatever your health plan offers, it’s crucial to understand how it addresses your employees’ needs so that you can create meaningful and engaging conversations based on specific concerns.

Get the message out

You won’t be able to overturn healthcare illiteracy overnight. Still, with a tailored, clear, and thoughtful communication year-round, you’ll be able to affect your employees’ engagement with their health benefits. And through that effort, you’ll empower them to preserve their health and wellbeing. When in doubt, talk to your benefits advisor for suggestions on how to increase healthcare literacy within your company and in turn, increase ROI on your investment.

 

Content provided by Q4iNetwork and partners

Photo by fizkes