Benefits Communication
Recent survey data reflects that:
Companies of all sizes spent an average of 20% of an employee’s annual salary on mandatory benefits (such as unemployment, worker’s compensation, Social Security), and 19% on voluntary benefits (such as medical plans, dental plans, prescription coverage, flexible spending accounts, vision plans, survivor benefits)… *
93 percent of employers agree it’s important to their business that employees understand their benefits, yet only 19 percent think their employees actually have a good understanding of them…**
At Anderson Rose & Associates we believe that benefit communication is the key ingredient for a successful benefit offering. We will work closely with your Company to select the best products available and to create a pre-enrollment communication strategy that will both engage and educate your employees, helping them understand the benefits offered and the value they provide.
Our objective is to provide your employees the information they need to make informed decisions during their open-enrollment period.
We offer varying levels of engagement and will work with you to create a custom pre-enrollment communication strategy that is best suited for your employee’s and Company culture. Below is an example of our benefit communication and enrollment process:
- Pre-enrollment Planning: 4-6 weeks before the enrollment.
- Pre-enrollment Plan Implementation: 1-2 weeks before the enrollment. Implement the pre-enrollment communication strategy designed to engage and educate employees in the enrollment process and prepare them for the enrollment decisions they will soon be making.
- Enrollment: Meetings to educate employees on the value of their current benefits and any changes that are being made.
- Post-Enrollment: Discuss results and evaluate the enrollment strategy for future meetings.
Our benefits communication strategy conveys to your employees the full potential of their benefits program and helps you to maximize the return on your significant benefits investment.
*Source: 2009 Employee Benefits: Examining Employee Benefits in a Fiscally Challenging Economy: A Survey Report by SHRM
**Source: Colonial Life, Society for Human Resource Management national conference survey, June 2009
As you contemplate searching for the right insurance professional to assist you with your employee benefits program ask yourself these questions:
Q. Does my insurance agent meet with me regularly throughout the year or just at renewal?
Q. Do I have an effective benefit communication strategy in place to help my employees understand and appreciate the benefits I offer?
Q. Does my insurance agent regularly review my existing benefit plans to determine where benefits may overlap, look for gaps and determine where new or revised benefits may be in order?
Q. Are all of the dependents on my benefits program eligible to participate? Have I recently conducted a dependent audit to determine if there are ineligible dependents on my plans filing claims and increasing my liability?
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