www.eniweb.com | What You Will Learn -This webinar will teach HR Professionals how to implement a benefit administration and communication strategy that will meet the needs of employees from all generations. -This webinar will explain the importance of life events, how they relate to benefit administration, and why a life event driven benefit strategy is the clear choice for today’s workforce. -This webinar will teach HR Professionals how to provide a hyper-personal benefit package while still containing costs. Description In today’s competitive landscape employers must innovate on their compensation packages in order to recruit top talent. As we know, benefits have a strong influence on an employee’s decision to select and remain with an employer. With such a diverse multi-generational workforce, it is no longer sufficient to simply offer a robust package with a variety of siloed and ultimately underutilized benefits. To truly attract and retain top talent, especially Millennial employees, benefits must respond to the individual employee’s needs. It may seem difficult to purchase a cost effective benefit package that satisfies all employees at all ages and stages, however, utilizing a benefit administration approach that is backed by life event technology, demonstrates that your benefit package will respond to your employees’ diverse and individual needs. Furthermore, with Millennials representing the largest percentage of the workforce, successfully recruiting them demands paying attention to their individual needs and benefit preferences. Unfortunately, with traditional benefit administration employees become lost in a maze of benefits, resulting in disengagement and a lack of knowledge about how their benefits can meet their everyday needs. Learn how life event technology changes all that by bringing the focus back to the individual and addressing each unique life event by harnessing the power of modern technology. Consider all of the life events that employees may experience at any given point in their career – from getting married, to pregnancy, to grief, to finding the right college for their child, all the way up to retirement. While it’s true that a life event or life interest is the number one reason why employees access and use their benefits, traditional benefit administration does not respond in this way. A traditional benefit administration approach no longer meets employees’ needs, considering that employees increasingly rely on their benefits to help them with events that arise in their lives. In a multi-generational workforce, the timing and urgency of each employee’s life event differs, leading to an increasing demand by employees for customized benefits tailored to their unique situations. This webinar will explain how you can utilize life event technology to effectively customize benefits for each employee, regardless of generation. This is incredibly important in today’s landscape.

1. Bring Your Benefits to Life to Engage a
Multi-Generational Workforce
Gene Raymondi
eni
CEO/Founder
Jenny Rae Pearson
Northwestern Mutual
Field Medical Senior Specialist
Featuring a case study by:
Northwestern Mutual

2. Agenda
• Presenter Introductions
• The Importance of Benefits to Talent Recruitment &
Employee Engagement
• The Modern Workforce
• The Hyper-Personalization of Benefits
• Life Events Defined
• Using Life Events Technology to Personalize Your
Benefit Package
• Success Story – Northwestern Mutual

3. About eni
• Benefit integration & engagement experts
• Founded in 1983
– 34 years of life event experience
• Gene Raymondi, CEO and Founder
• Over 2.5 million covered lives
• Supporting HR Professionals & national
brokerage firms
• Over 350 clients throughout North America and
Canada

4. Gene Raymondi
• Member of National SHRM Technology Panel
• Published Articles
– HR Tech Outlook, June 2017, Bring Your Benefits to Life
– Workforce Magazine, May 2017, The Power of a Plug and
Play Benefits Platform
– HR Tech Outlook, May 2017, Mobilize for Millennial
Retention
– BenefitsPro, July 2016, How Can Brokers Prepare for the
Millennial Surge
– Employee Benefit News, June 2016, Traditional Benefit
Communication Methods do Workers a Disservice
– BenefitsPro, March 2016, The Mobile Broker
– BenefitsPro, November 2015, The Retention Advantage
• Beyond Benefits – Published 2014

5. About Northwestern Mutual
• Fortune 500 company
headquartered in Milwaukee, WI
• Dispersed sales force of 6,000+
full-time financial
representatives who are located
in 79 network offices and 250
district offices nationwide.
• They are statutory employees,
and their compensation is 100%
commission-based.
• Northwestern Mutual provides a
full suite of benefits including a
self-funded medical plan.

6. Benefits Matter!
Retaining Top Talent & Engaging Employees

7. Retention
HR’s #1 Challenge
“Only 50% of Millennials strongly agree that they plan to be
working at their company 1 year from now.”
*Gallup, 2016 How Millennials Work and Live
“More than two thirds (69%) of Millennials expect to be
working for a different organization in 5 years.”
*2017 Deloitte Millennial Survey
When asked to rank their benefits priorities, over half of
the employers said that using benefits to retain employees
is their top objective now and will become even more
important in the next 3 to 5 years and has surpassed
controlling healthcare costs
*MetLife's 15th Annual U.S. Employee Benefits Trends Study

8. Retention
HR’s #1 Challenge

9. Is retention an issue for your organization?
Yes No Unsure
Quick Poll

10. “Half of employees would look for a job with better benefits
if their employer didn’t provide adequate coverage.”
*2017 Aflac Workforces Report
The Benefit Connection
One of the factors that differentiated employers from
the competition for 61% of employees was to provide
“better than average benefits”.
*Aon Hewitt, 2016 Workforce Mindset Study
“42% of employees say improving their benefits package
is one thing their employers could do to keep them in
their jobs; it’s the second most mentioned after ‘increase
my salary’ and is a higher proportion than those that
mentioned a promotion” *Aflac, 2016 Workforce Report

11. The Benefit Connection
- Aflac Workforces Report,
“Workers who are extremely or very satisfied with their
benefits program are 6 (six) times more likely to stay
with their employer than those workers who are
dissatisfied with their benefits program.”
Employees who are more satisfied with their benefits are:
• More likely to be satisfied with their jobs
• Less likely to look for a job in the next 12 months
• Less likely to avoid going to the doctor
• Less likely to have been distracted at work by a personal issue

12. The Modern, Multi-Generational
Workforce

14. • Millennials are the largest % of the workforce
• Baby Boomers – 10,000 retire/day!
• More than 50% of NM Field Reps are Millennials
• NM Field Reps run their practices largely from mobile phones & tablets
• Desired benefits and benefit communication styles differ
• Mobile Access
• Call Center Support
• Web Portal
By 2025 Millennials will
make up 75% of the
Workforce!
The Modern Workforce
45%
38%
31%
23%
22%
21%
25%
36%
45%
0% 20% 40% 60%
2005
2010
2015
Millennials Gen X Baby Boomerswww.elance-odesk.com/millennial-majority-workforce
http://www.recruitingtrends.com/REC/view/story.jhtml?id=534361055

15. Diverse Needs
Millennials
“Now that the baby is here we need a
bigger house… How are the school
districts in that neighborhood… Should
I get a new Pediatrician….. I wonder
how my benefits can help me.”
Baby Boomers
“Should I adjust my contributions to
my 401K… How much money do I
really need to retire comfortably… We
should really sell the house now that
the kids are gone… Is there anyone I
can talk to about all of this.”

16. How many generations do you have predominantly working side
by side in your workforce?
a) Up to Three
b) Up to Four
c) Five
Quick Poll

17. The Hyper-Personalization
of Benefits
Responding to a Multi-Generational Workforce

18. “74% of employees say that “benefits that can be
customized to meet their needs would make them more
likely to accept a job with a new employer.”
The Hyper-Personalization of
Benefits
“72% of employees say that benefits that can be
customized to meet their needs would increase their
loyalty to their employers.”
To truly attract and retain top talent benefits must
respond to the individual employee’s needs.
MetLife, 2017 15th Annual U.S. Employee Benefit Trends Study

19. “Millennials are less likely than Baby Boomers to report health insurance as
the most important benefit they receive at work. Millennials are more likely
than older workers to cite paid time off as the most important benefit.”
The Hyper-Personalization of
Benefits
“Millennials also are more likely than those in other age groups to report that they would prefer
to take the money employers spend on employee benefits and decide for themselves whether to
purchase those benefits and how much to purchase.”
Furthermore, with Millennials representing the
largest percentage of the workforce, successfully
recruiting them demands paying attention to their
individual needs and benefit preferences.
2015 EBRI Notes quoted in 2016 SHRM article,
Millennials in the Dark about Their Benefits

20. 53% of employees want “personalized messages and
materials reflecting individual needs and/or life stages.
The Hyper-Personalization of
Benefits
43% would like “suggested benefit actions and product
options in response to a life event.”
Although employers who have communicated
about benefits by life stage report a success rate
of 81%, only 40% of employers have utilized this
benefits communication strategy!
MetLife, 2013 Annual U.S. Employee Benefit Trends Study
2016 IFEBPBenefits Communication Survey

21. The Hyper-Personalization of
Benefits
Millennials & Gen Z
• Apps
• Text Messaging
• Videos
• Blogs
Baby Boomers & Traditionalists
• In Person
• Phone Calls
• Emails
Preferences for communication about employee
benefits also fall along a generational continuum.
Gen X usually falls somewhere in the middle

22. The Hyper-Personalization of
Benefits
“IIIs it possible to provide a cost effective
benefit package that meets all of my
employees’ needs?”
YES!
The answer is utilizing Life Event
Technology

23. Life Events
What they are and how they drive
benefit engagement

24. A life event is defined as any significant step, event, or milestone a person
may experience.
Life Events Include:
• Marriage
• Buying a Home
• Having a Child
• Divorce
• Paying for College
• Retirement
• Providing Care for Elderly Relatives
• Even Planning a Vacation!
Life Events

25. How often do employees seek benefit information or ask benefit
questions as a result of a life event they are experiencing?
a) 100% of the time
b) 75% of the time
c) 50% of the time
d) 25% of the time
Quick Poll

26. A life event or life interest is the number
one reason why employees access and use
their benefits.
Life Events Matter
In a multi-generational workforce, the timing and
urgency of each employee’s life event differs, leading to
an increasing demand by employees for customized
benefits tailored to their unique situations.

27. Life Events Matter
With Traditional Benefit
Administration:
• Siloed Benefits
• No Integration
• No Personalization
• No Reflection of Age & Stage
• Life Events are Not Connected
• Opportunities to Utilize Benefits
are Missed
Traditional Benefit
Administration

28. Life Event Technology
A new approach to benefit administration
Life event technology
brings the focus back to the
individual and addresses
each unique life event by
harnessing the power of
modern technology.

29. The Power of Life
Event Technology

30. Life Event Technology
Step 1 – Benefit Access
1. Mobile App – Millennials “if it isn’t on their
phone – it doesn’t exist!”
2. Call Center Support – Many Boomers
prefer a more personal touch
3. Web Portal – Many employees fall
somewhere in between

31. Life Event Technology
Step 2 – Benefit Integration
A single Integrated Benefits
Platform
Access to ALL benefits whenever and
wherever employees need them!

32. • An independent integrated mobile app is a
must for any successful benefits package.
• Allows you to communicate through the
tool they look at the most!
• Provides 24/7 Support – an extension of
YOU and your benefits!
• Fun gamification and incentive options!
• Allows you to send important notifications
and alerts!
• Connects employees around the globe and
from all generations!
Mobile Access
A quick note on Mobile

33. Life Event Technology
Step 3 – Bring Your Benefits to Life!
Your benefit platform must be:
• Driven by Life Events
• Engaging
• FUN
I’m Pregnant…Look at all
the benefits I can use:
 Healthcare
 Work/Life to research
daycares
 Retirement - borrow $$$
to buy a bigger house
 Post-Partum EAP support

34. Life Event Technology
Through life event
technology you can
leverage the benefits you
ALREADY have to give
your employees exactly
what they want, when
they need it most!

35. Success Story
By: Northwestern Mutual

36. Challenges
• Need for higher level of service for Field Reps
• Health Advocacy Service
• Medical Benefit Support
• Better Connect FRs with their Benefits
• Communicate & better connect with all 79
network offices and 250 district offices
• Desire to free up their Field Reps valuable
selling time
• Plus, free up valuable Internal HR Benefits
Support Team time to focus on other needs

37. The Solution
An Integrated Benefits Platform:
• Life event driven technology
• High-level concierge service
• Health Advocacy support
• 24/7 Availability
• A seamless user experience
• Gamification options
• Notifications & Alerts for ongoing
engagement & communication
Multiple Touch Points:
• Mobile App
• Web Portal
• 24/7 Call Center - An Extension of NM

38. The Results
Speak for themselves…
• Impressive utilization of the benefit
• Cost avoidance in the hundreds of
thousands of dollars
• Positive member testimonials to HR
• Improved user understanding of
employer sponsored benefits
provided higher level of service
Improved Communication & Engagement =
Increased Satisfaction & Overall Retention!

39. “I am a raving fan of this service! I am so happy my company
established this service to advocate for myself and my colleagues. I will
be sure to tell management how well I was treated.” – NM Field Rep
Positive Testimonials!
“You’re service brightened my day, my care manager was
awesome!” – NM Field Rep
“Your service saved me and my wife over $90,000 in medical
bills!! Thank you for your help!” – NM Field Rep

40. It’s Time to Engage your
Multi-Generational Workforce!
Bring Your Benefits to Life and Watch
Engagement Soar

41. A Customized Benefit
Package for Every Employee
• 24/7 benefit access and support through 1 single Integrated
Mobile Platform backed by Call Center Support
• Benefits driven by Life Events
• Simply leverage the benefits you already have

42. Partner for Success!
Selecting the right partner is key! Steps You Can Take:
Review Mobile Life Event Driven Solutions
• Ask Important Questions Before Making A Selection:
• Life Event Driven Technology
•Do you offer 24/7 availability
• Mobile App that provides complete integration
• Call Center/Chat Room Support
• Web Portal Access
• Health Advocacy Support

43. • Increase ENGAGEMENT for your Multi-Generational Workforce
Plus:
• Increase retention
• Increase productivity
• Greater overall employee satisfaction
• A great recruitment and retention tool
• Enhance benefits administration
• Better connected, less frustrated employees
• Increase utilization of benefits
• More time for HR to focus on strategic planning
The Results…

44. Thank you!
Gene Raymondi, CEO, eni & Jenny Rae Pearson, Field
Medical Senior Specialist, Northwestern Mutual
Visit www.eniweb.com for more information