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Voluntary Benefits: Why your employees aren’t signing up for voluntary benefits. And how to fix it.

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Do you know why your employees aren’t enrolling in your voluntary benefits program? And, even if you do, do you then know the best ways to get them interested? This presentation presents the top five reasons employees don’t sign up for voluntary benefits, then offers six ways to fix the situation—from offering personalized voluntary benefits to closing gaps, pacing your rollout, communicating better, making enrollment easy, and choosing the right broker.

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Voluntary Benefits: Why your employees aren’t signing up for voluntary benefits. And how to fix it.

  1. 1. Change the game with voluntary benefits How to take advantage of the big shift in benefits and get your employees to take notice
  2. 2. What’s stopping your employees?
  3. 3. What’s stopping your employees from enrolling in your voluntary benefits program?
  4. 4. You’re not offering the voluntary benefits they want. What’s stopping your employees? 1
  5. 5. You’re not covering the gaps. What’s stopping your employees? 2 1
  6. 6. They’re overwhelmed by too many choices. What’s stopping your employees? 3 1 2
  7. 7. They don’t understand what you’re offering. What’s stopping your employees? 4 1 2 3
  8. 8. Enrollment is too complicated. What’s stopping your employees? 5 1 2 3 4
  9. 9. What’s stopping your employees? 1 2 3 4 5
  10. 10. So, what can you do to fix it?
  11. 11. Offer personalized voluntary benefits.1 Employees want benefits that match their life and career stage. . Look at your workforce demographics. Claims will tell you a lot. Check your employees’ claims history. Employees will tell you what they want. Ask them. 86% of employees want to be able to personalize their benefits to match their medical, financial and lifestyle needs. 86% Sources: EBN. Survey Finds Majority of Employees Want Customizable Benefits. March 2013. Bankrate Health Insurance Pulse survey. 2014. Trustmark.
  12. 12. Close The gaps.2 65% of workers have less than $1,000 on-hand for out-of-pocket medical and hospitalization expenses. 65% Health care costs are rising. Employees need protection, and employer-sponsored coverage only goes so far. Voluntary benefits can make a good plan great. Supplement core benefits and take the sting out of higher deductibles and copays. More coverage can actually cost less. Talk to your broker about how funding voluntary health care benefits can bring overall costs down. Sources: EBN. Survey Finds Majority of Employees Want Customizable Benefits. March 2013. Bankrate Health Insurance Pulse survey. 2014. Trustmark.
  13. 13. Pace your rollout.3 Rule of thumb: One week of premiums should not exceed one hour of wages. 1:1 Take it one year at a time. Introduce a select number of new options in each year of a three-year rollout. Give your employees a chance to evaluate them. Start with the obvious. Your employees will see immediate and obvious value in options that offset rising medical expenses. Add financial wellness and lifestyle benefits later. Price matters. Employees should not and will not enroll in benefits that aren’t affordable. Sources: EBN. Survey Finds Majority of Employees Want Customizable Benefits. March 2013. Bankrate Health Insurance Pulse survey. 2014. Trustmark.
  14. 14. Communicate. Communicate. Communicate.4 Two-thirds of millennials would welcome face-to-face help from a voluntary benefits expert. 2/3 Inform and educate employees on their terms. Find out if they want high-tech or high-touch interactions, or a combination of the two. Employees want assistance with their selections. Offer guidance; employees report higher job satisfaction when they get it. Lean on your broker. Your broker can make online, mobile, phone and in-person resources available to help your employees make good decisions. Sources: EBN. Survey Finds Majority of Employees Want Customizable Benefits. March 2013. Bankrate Health Insurance Pulse survey. 2014. Trustmark.
  15. 15. Make enrollment easy.5 7 out of 10 employees say open enrollment is about as much fun as income taxes. 7/10 People appreciate options. Let employees choose how to enroll. Some prefer paper forms. For others, it’s strictly digital. People also appreciate help. Support your employees during enrollment with the online and in-person resources they need to make the best decisions. Get your broker involved. Your benefits broker can recommend and deliver the best enrollment process for your organization. Sources: EBN. Survey Finds Majority of Employees Want Customizable Benefits. March 2013. Bankrate Health Insurance Pulse survey. 2014. Trustmark.
  16. 16. One more fix. With the right broker you can achieve a voluntary benefits enrollment rate of 30% or greater without exposing your employees to the hard sell. 30% Partner with the right voluntary benefits broker! It’s your broker’s job to: • Understand your unique culture • Lay out a multi-year strategy • Identify the best options for your organization • Develop an implementation plan that will drive enrollment Sources: EBN. Survey Finds Majority of Employees Want Customizable Benefits. March 2013. Bankrate Health Insurance Pulse survey. 2014. Trustmark.
  17. 17. Where do you start?
  18. 18. Where do you start? Request an audit A HUB broker will review your current voluntary benefits program and show you how you can bridge coverage gaps and increase employee satisfaction, all while controlling total plan cost.
  19. 19. Where do you start? Request an audit A HUB broker will review your current voluntary benefits program and show you how you can bridge coverage gaps and increase employee satisfaction, all while controlling total plan cost. Let’s work together to build a voluntary benefits program your employee will value. Visit hubinternational.com/voluntarybenefits and contact a HUB voluntary benefits advisor today. #LetsDoSomething
  20. 20. Visit hubinternational.com/voluntarybenefits and contact a HUB voluntary benefits advisor today.

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