How do you foster a culture of wellness and financial security through voluntary benefits?

Employee surveys, Q&A sessions, gamification (Trivia, knowledge assessments), benefits providers, etc., can all be valuable sources of information. I would also leverage the strengths of your voluntary benefits provider to better customize these benefit opportunities. #EmployeeEngagement #Benefits #HRstrategy

To compete for top talent, companies are looking for innovative ways to stand out in a competitive labor market. Employees are looking for beefed up benefits that support their social, physical, mental and financial well-being.Employees want holistic support including workplace programs that support their social, physical, mental, and financial well being. Here are four ways employers can create a culture of wellness: -Social Health. -Physical Health. -Mental Health. -Financial Health.

Many employees do not know what kind of benefits are available to them. So putting the verbiage in ways that would speak to scenarios with results instead of product specifics would be most beneficial when finding out what employees are interested in. What is your financial plan if you were diagnosed with something that stopped you from being able to come to work for a few months? OR Would you be able to continue paying rent and putting food on the table if you were out with a major accident or illness for a while?

Voluntary benefits can be one of the most effective ways to "meet employees where they are". Anyone in this space knows a one-size-fits-all approach rarely works, and voluntary offerings allow employees in diverse segments of your workforce to choose benefits that meet their needs and budgets.

I am personally a fan of voluntary benefits. Every employee can adapt them to suit their needs. Benefits platforms help with both administration and information. Every employer has a limited budget, so voluntary benefits are a good way to still take employee needs into account.

Remember that personalized communication and focusing on employee needs will lead to better engagement and utilization of voluntary benefits. ??

Something that I personally found very helpful in communication was a so-called benefits calendar. This determines when, for which benefit and in what form the employee receives information. The situations and needs are constantly changing. That is why it is important to keep employees informed on an ongoing basis. Benefits platforms can be of great help here.

Track metrics like employee participation and satisfaction to gauge the effectiveness of your benefits. Collect input from employees, vendors, and stakeholders to identify areas for improvement. Monitor industry trends and changes in your workforce to adapt your benefits accordingly. Encourage employee participation through clear communication and education. Offer a range of benefits that address physical, mental, and financial well-being, like in Ling App's wellness program. E.g: at my previous company, we implemented a comprehensive wellness program, like mental health support, financial planning workshops, and physical fitness initiatives. This holistic approach led to significant improvements in employee satisfaction and retention.

Different age groups require different benefit packages. It is therefore essential to examine the needs in order to meet the needs of as many (all) as possible. It is also important to constantly check whether benefits are being used or whether they are achieving the desired success. It is also usually more cost-effective to adapt or make benefits more flexible. After all, which employer wants to pay a lot of money for benefits that are then not used? Example from Germany: A company paid 100% of the costs for an annual public transport pass. After introducing a small personal contribution for employees, only less than 10% wanted to use it. Savings: 16,000 euros per year.

It's important to regularly check and improve voluntary benefits programs. I look at how well the program is doing and try to engage employees for their opinions on what could be better. I also stay updated on the latest trends and changes in the benefits field and our workforce. This helps me see what's working well and what needs improvement. By paying attention to the feedback from employees and other partners, I can make sure our voluntary benefits continue to meet everyone's needs and stay relevant.

Which employer wants to pay a lot of money for benefits that are then not used? Example from Germany: A company paid 100% of the costs for an annual public transport pass. After introducing a small personal contribution for employees, only less than 10% wanted to use it. Savings: 16,000 euros per year.

Offering voluntary benefits can be an excellent way to personalize and enhance your benefits package, especially for budget-conscious companies aiming to support their employees. #EmployeeBenefits #VoluntaryBenefits #BudgetFriendly #SupportingEmployees