Smart Benefits: How to Answer Employees’ Call for Personalized Benefits
Monday, November 19, 2018
If you’re thinking about shifting from one-size-fits all to more customized plans, here are some tips to make them work for your organization:
- Offer Something for Everyone: To increase options to suit a multigenerational workforce, consider enhancing your voluntary offerings with programs like student-loan repayment or financial wellness for younger workers or elder care to appeal to Baby Boomers. To make sure the plans deliver value, get employee feedback first on the options they want
- Consider Nontraditional Alternatives: To round out your offerings, look at other perks you can add to the mix. For example, since top on employee wish lists is flexibility in the workday, consider allowing flexible hours or telecommuting. Or extend paid parental leave to meet the demands of Millennials. Even cultural changes like free snacks or fitness classes can speak to workers.
- Tailor Communications as Well: One way to highlight the range of choice you’re offering is to package benefits according to life stage and tailor communications around them. So consider having different outreach that’s triggered based on life events like marriage, the birth of a child, critical illness, or retirement that highlights what you have to offer.
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