La educación sobre beneficios aumenta la lealtad de los empleados

Los datos están disponibles: una encuesta reciente de Harris Interactive informa que los trabajadores cuyos empleadores les brindan información detallada y frecuente sobre los beneficios laborales no monetarios que reciben tienen más probabilidades de tener sentimientos positivos hacia su empleador y de informar que se sienten valorados por él. La encuesta, patrocinada por Unum, una conocida compañía de seguros por discapacidad, encontró una fuerte correlación positiva entre el grado de comprensión de los empleados sobre su paquete de beneficios y la productividad de los empleados.

The survey’s authors did make a number of recommendations, including the following:

• Provide time for employees to read through their benefits materials. The survey’s authors found that employees were more likely to report they were able to make informed decisions about their benefits packages if they had at least three weeks to review them before committing. The takeaway – the sooner you can get information to workers, even before the open enrollment period begins, if possible – the better.

• Utilice un enfoque multifacético para las comunicaciones relacionadas con los beneficios. Por ejemplo, asegúrese de que la información detallada del plan esté disponible en la Web, a través de materiales impresos y mediante presentaciones y reuniones en el lugar de trabajo realizadas por la gerencia o profesionales de beneficios.

The survey’s authors also reported that workers are feeling overwhelmed, at times, with all the market choices available to them. A generation or two ago, all they had to worry about were their health plans and perhaps a pension plan. Now, with Section 125 ‘Cafeteria’ plans, voluntary enrollment, flexible spending arrangements, health savings accounts and many other new developments and innovations within the employee benefits industry, workers have a lot more variety available to them, and more choices available. But it does take more time and effort to learn about all of the options available.

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Workers are still having trouble with the mass migration from traditional defined benefit pensions to defined contribution pensions. Traditional pensions have been jettisoned over the past 30 years by employers in favor of the much less costly defined contribution pensions (think 401(k) plans and SIMPLE IRAs). But these plans have also placed much more of the risk burden on employees, as well as the decision-making burden. Many of them are not up to the task – creating a need and desire for much more education from their employer on how their retirement plans work and how to make the most of them. This challenge, however, also creates an opportunity for employers to set themselves apart in a competitive labor market by providing the benefits education and guidance that so many workers want and need.

We have also seen a lot of expansion in the number and types of medical plans available, from HMOs to PPOs to HDHP/HSA combinations – all of which can be confusing to many employees. Again, the study’s authors found that exceptional employers could help build employee loyalty by providing substantial education on how these different plans worked and how to select the best ones for the workers’ own individual situation.

Los datos indican que los beneficios para los empleados tienen un valor enorme, no solo por el hecho de que estén disponibles. El estudio concluyó que el empleador se dio cuenta de la mejora en la lealtad y la buena voluntad de los empleados solo cuando estos hicieron un esfuerzo concertado para brindarles orientación y educación.

La rotación de personal significa que el proyecto de educación sobre beneficios será un desafío constante. Dependiendo de su propia situación, una sesión informativa anual sobre beneficios justo antes del período de inscripción abierta cada año puede no ser suficiente. Es posible que tenga que hacerlo semestralmente o trimestralmente si tiene una cantidad considerable de rotación de personal.

Finally, employers should know that they don’t have to do everything themselves. Employee benefits vendors have a tremendous amount of expertise and experience in briefing employees, and are generally happy to assist in proving materials and even conducting informational briefings, in many cases.