Offering comprehensive benefit packages may not be enough these days. To truly see results in employee satisfaction, engagement, and retention, employers must go further by making insurance benefits for employees clear and straightforward. Consistent and clear communication around benefits plays a key role in helping employees feel informed and supported. Without it, they may become overwhelmed or disengaged. The insights below highlight effective communication strategies and how employers can strengthen their approach.

The disconnect between employers and employees

Many employers believe they’re doing a good job of promoting benefits, but employees don’t always agree. Many companies provide robust benefits packages, but a study revealed that half of employees say they’d feel more loyal to their employer if they simply understood those benefits better. This gap isn’t about the quality of the benefits; it’s about clarity and connection.

The same study showed that 76% of employees who understand their benefits are happier with their jobs, and 82% feel more stable overall. That sense of stability plays a critical role in loyalty. However, when employees are unsure of what’s available or how to take advantage of it, they’re less likely to participate, leading to lower satisfaction and higher turnover.

Benefits only work when employees use them

A benefits package cannot effectively support employee well-being if it is not utilized. A 2024 Forbes article emphasized that modern employees want flexibility, choice, and relevance in their benefits, though making the most of these offerings might still require additional support. The best-designed program may still fall flat if employees don’t know it exists or don’t see how it applies to them.

When benefits are communicated effectively, employees may be more likely to participate in wellness programs, financial planning services, or mental health support. This may reduce stress and increase productivity, which benefits the organization in tangible ways.

The cost of confusion

Benefits that are not communicated clearly can have a financial impact on a company – potentially losing money if they are not being used. These losses may be in the form of missed preventive care, avoidable medical expenses, and unnecessary turnover.

For example, an employee who doesn’t understand how to access mental health support may end up missing work or leaving the company altogether. In contrast, someone who understands their benefits and feels supported is likelier to stay and thrive.

Harvard Business Review found that companies with clear internal communication practices are nearly three times more likely to have high-performing employees. They also report stronger levels of trust and engagement.

Clarity begins with communication

Helping employees understand their benefits starts with how these are communicated. Sending one email during open enrollment may no longer be enough. A multi-touch, multi-channel approach that reinforces the value of the offerings all year long might be more useful.

Reports have shown that storytelling is one of the most effective ways to drive engagement. Instead of listing benefits in technical terms, share real-life examples. Highlight an employee who used backup childcare and was able to attend a critical meeting. Or share how someone used the wellness stipend to reduce stress and improve productivity. These stories create emotional connection and make benefits feel more relevant.

Train managers to be benefit advocates

Managers play a critical role in shaping how employees perceive an organization, and that includes the benefits. When leaders are equipped to answer questions and guide their teams, employees feel more supported and are more likely to take advantage of what’s available.

Communication is key. Organizations with well-trained leaders report higher employee trust, better morale, and lower turnover. Empowering managers to have meaningful conversations about benefits is an investment that pays off across the entire organization.

Make benefits part of the culture

Benefits need to be woven into the company culture to be effective. This means more than adding a slide to an onboarding deck. Employers may find it helpful to talk about benefits during one-on-one meetings, celebrate their usage in team settings, and reinforce their value during performance reviews.

When employees see their coworkers using PTO, taking advantage of health resources, or enrolling in retirement planning sessions, it signals that those benefits are not just available – they’re encouraged. This kind of reinforcement builds trust and makes benefits feel like a natural part of the work experience.

Support the modern employee experience

Today’s workforce is diverse, multigenerational, and facing new challenges, so the same approach used for elder care, for example, no longer works for student debt. Instead, companies should focus on offering personalized, flexible benefits and making them easy to understand.

A 2024 Forbes Council report highlighted how companies offering customized total rewards packages were more likely to attract and retain top talent. This includes flexible work arrangements, caregiver support, and robust mental health programs. But again, these offerings are only effective if employees know about them and feel empowered to use them.

Feedback is key to improvement

Understanding what employees need and how they perceive benefits requires listening. Employees often find value in pulse surveys, anonymous feedback tools, or listening sessions to help gather insight. This will help identify where communication is falling short and where improvements can be made.

However, gathering feedback is only the first step. Acting on it is where real progress happens. A recent article warned that collecting employee feedback without following up can erode trust faster than not asking for it at all. Be sure to communicate how input is being used to shape future benefits offerings or communication efforts.

Measure what matters

Tracking benefit utilization, employee satisfaction, and participation rates helps employers understand what’s working and what’s not. For example, if only 20% of eligible employees are using a wellness stipend, that might signal a communication issue, not a lack of interest.

Regularly reviewing this data will allow employers to make informed decisions and take a tailored approach. It also positions the organization as responsive and data-driven, qualities that matter to employees in today’s competitive job market.

Consistency builds trust

Whether it’s a new hire or a tenured employee, everyone benefits from consistent messaging. It helps to have materials updated regularly, easily understood, and accessible from anywhere. Consider using plain language, infographics, or videos to make the information more digestible.

Also, sharing information throughout the year, beyond open enrollment, keeps it top of mind and shows that the company invests in employee well-being all year round, not just once a year.

Benefits only deliver value when employees understand and use them. By communicating clearly, sharing stories, training managers, and embedding benefits into the culture, employers can help teams feel supported and informed. And when that happens, the organization sees the results in stronger engagement, better retention, and improved performance.

Companies invest a significant portion of their budget in employee benefits. They know that offering a quality benefits package helps attract and keep top workers. Employers want to take care of their employees by providing insurance and perks that workers value. However, employees don’t take full advantage of their coverage options when they don’t know what’s available or how to use their plans. Review three tips to improve your employee benefits education plan.

1. Identify points of confusion

Employees may interpret the plans differently when reviewing benefits information. Survey workers and set up sessions to find out the topics and coverage details workers find confusing. Share the contact information for when employees have benefits questions and provide a secure, online resource center housing all the company’s benefits documents.

2. Refine benefits communication

Business experts report that listening to employee feedback can lead to more employee engagement and increased company growth. After surveying and listening to employees, develop a communication plan to answer questions and explain benefits.

Studies show that 8 out of 10 employees face challenges when receiving care, often because of complex benefits. Many employees are unsure if their benefits cover specific procedures or what they need to pay upfront for copay or deductible amounts. Ninety percent of people surveyed who deal with chronic medical conditions face additional uncertainty and could use assistance coordinating their care.

Prepare comprehensive employee benefits guides with explanations and descriptions that answer employees’ questions and concerns. Use different communication methods to reach employees, including emails, videos, infographics, online presentations and in-person meetings with brokers and insurance representatives. Make sure to include real-life examples with charts and graphs to show coverage costs and savings.

3. Keep communications open

Ask for employee feedback on benefits options, communication preferences and coverage features. The goal is to help employees feel comfortable asking questions and giving input. Employees who feel their opinions and advice are valued are more likely to be engaged and invested in staying at the business.

Employers can take cues from employees to update their benefits packages. The importance that employees place on core coverage areas — medical, dental and vision — has increased since 2021. But access to benefits doesn’t always translate to benefits use. A better understanding of what drives satisfaction with benefits could help employers close the gap. Review this whitepaper to learn how to educate employees on benefits coverage and increase employee satisfaction.

You and your employees may struggle to stretch budgets as the price of many goods and services, including health care, continue to increase. Most workers expect their employer to provide health benefits. And businesses want to offer the most affordable health plans possible. If you’re unsure how to best use your company’s employee benefits dollars, you’re not alone. Review these four tips for managing employee benefit costs.

1. Offer the best benefits possible

At many companies, employee benefits are an afterthought. They prioritize business needs and designate the remaining budget for whatever benefits they can afford.

However, employees today consider benefits packages as essential as their salary. The benefits you offer are a critical strategy for keeping and retaining talented workers. So, instead of putting employee benefits at the bottom of the budget, make them a key priority. Research indicates that private businesses spend about 29% of employees’ hourly pay on benefits.

And, it’s important to note that more and more employees rely on their employers to help them navigate through health care changes. It’s not surprising that many workers worry about increasing health care costs and forego life-improving procedures and prescriptions. Keep these concerns in mind as you create benefits packages with affordable plan options that help control employee benefit costs.

2. Work with brokers and insurance companies

Insurance brokers and insurance companies have many resources to help you identify benefits cost savings. This whitepaper explains how to take advantage of these services.

It’s recommended that you do a competitive analysis to identify benefits you need to attract and keep the best workers. You also should evaluate your budget to identify ways to cut costs. For example, if a benefit is not being used, drop it and spend money on a benefit that your employees really want.

3. Prioritize employee health and wellness

Researchers have linked health care spending to people’s behaviors and lifestyle choices. So, educate employees on their health care expenses to help them get the most from their benefits.

For example, encourage employees to use preventive screening tests to identify potential health risks. Most insurance plans cover the cost of an annual wellness visit. Often, some medical conditions can be detected through simple routine screenings that check blood pressure, heart rate and cholesterol levels, to name a few. Catching health concerns early can help employees avoid expensive procedures and treatments in the future.

Survey workers to know the benefits and wellness programs they want. Then update your benefits packages to provide a full range of well-being options. Make sure to include rewards and incentives to encourage participation.

4. Communicate how to use the benefits

Employees rely on you to help them understand their benefits and know how to use them. Investing time and resources to educate employees about their coverage will lead to healthier, happier and more satisfied workers. They will be more likely to use their plans, which can save them money on health care costs.

Consider these tips to better communicate the value of your employee benefits:

• Develop a communications strategy to educate employees on their benefits. Ask employees for input on any benefits they find confusing. Then use this feedback to design clear messaging and consider adjusting it to the needs of each demographic group. Create a calendar to share messages and plan to send one at least monthly.
• Share messages in different formats. Use a mix of traditional and digital media, such as short videos, animations and infographics.
• Set up in-person and online chat Q&A sessions so employees can ask questions while they review their benefits choices.
• Ask for input. Regularly ask employees to share feedback on benefits. Update coverage based on their input whenever possible and keep them informed about any changes.

Losing talented healthcare workers is never easy. And the cost to find, hire and train replacement employees can be expensive. Research shows that most businesses spend six to nine months of the position’s salary to hire and train each new employee.

Employment at hospitals and doctors’ offices has returned to pre-pandemic levels. However, other healthcare industries such as skilled nursing and elderly care are still experiencing relatively low employment levels. The competition for talented healthcare workers is fierce, so the hiring process can take a while. Current employees may get burned out and their morale can suffer as they take on extra work until a new team member is hired.

Keeping talented employees engaged and on the job is more cost effective than losing them. Review four ways to boost employee engagement in healthcare and retain these workers:

1. Prioritize well-being

Showing concern for employees’ overall well-being should be at the heart of your retention strategy. Research shows that healthcare workers are likely to feel chronically overwhelmed, and that some even plan to leave their jobs due to difficult working conditions.

Investing in employee belonging and recognition will go a long way toward supporting employee engagement and the organization’s growth. Research shows that employee engagement correlates directly with positive care experiences for patients and families.

Enhance employee well-being by scheduling different activities every month that workers can do together. Encourage employees to share their experiences and feelings and support each other. Team members will feel more connected to each other and more engaged and productive at work. Schedule get-togethers during work hours for the best attendance.

Learn more about the connection between well-being programs and business culture to enhance employee satisfaction and productivity.

2. Provide benefits workers want

Many healthcare organizations offer employee benefits to keep workers healthier, more satisfied and engaged on the job. Employees also want benefits for the security they provide.

Employees say that an excellent benefits package helps them feel cared about by their employer. Benefits also keep them energized at work, so they’re less likely to leave for a different job.

Know the benefits and perks your employees value by asking for their feedback. Regularly conduct pulse surveys to find out the issues on workers’ minds. After gathering this information, work with your broker and insurance carriers to design the benefits employees want.

Review these tips on surveying workers about their benefits. Also, review tips on how to design employee benefits plans for healthcare workers.

3. Give employees a voice

These days, many employees feel detached from their employers. Healthcare workers at understaffed facilities might be working more to make up for lost resources. They don’t have time to stay current on their organization’s decisions and changes.

Give employees a voice by engaging them in discussions about proposed future directives and community needs. Whenever possible, ask for their input on decisions, such as work schedules, department operations, patient and family relationships, and new health care directives. The goal is to get employees involved. They’ll be more satisfied and less likely to look for other job opportunities.

4. Appreciate employee differences

Healthcare organizations usually have employees from several generations and demographics working together. It’s essential to recognize and celebrate their differences and acknowledge how they all support the organization’s growth and development.

Organize team-building sessions to help workers get to know and appreciate each other. When workers understand one another better, they work together better. Investing in team-building activities helps improve employees’ sense of belonging.

When choosing benefits, employers often primarily focus on medical coverage, spending less time scrutinizing dental plans as closely. While Participating Provider Organization (PPO) dental plans seem all the same, they can significantly vary once you dive into the details.

The structures and coverage levels of networks can differ, even though dentists might be affiliated with several dental carriers. Decisions based solely on cost risk can overlook critical differences, such as how carriers calculate payments and reimburse claims. Thoroughly reviewing the dental contract is essential to understanding the network design and determining whether the plan aligns with employees’ needs.

About PPO dental network design

When setting up a PPO network , dental insurance carriers contract with dental offices in each market and dentists agree to charge less than their regular rates. These discounts can vary depending on the dental offices in that market and the number willing to agree to the fees being offered by the carrier.

Generally, plan members using dentists in the network will incur out-of-pocket costs only for coinsurance or noncovered procedures, depending on their plan design. While employees with a PPO dental plan may visit any dentist, they could experience higher out-of-pocket costs with dentists outside the network.

Spotting PPO plan differences

Look for plan differences, including PPO network size and administration of benefits, payment structure, claims processing, and customer service support.

1. Evaluate the network organization and size. When reviewing the network included with the plan, consider the number of dentists available to employees. The network size should be large enough to meet the needs of employees and their families. It helps to have at least two dental offices in the network within five or 10 miles of the employer’s offices.

Note: Insurance carriers should revise network directories regularly. It’s frustrating for employees to contact dentists only to find they are no longer at that location or participating in a network. Ameritas regularly updates the provider online directory to ensure everyone gets the most up-to-date information.

2. Consider whether dentist credentials are verified regularly. The carrier should consistently check dentist and office credentials to ensure records are accurate, certificates are current, and there is regular participation in educational training programs.

For example, Ameritas network dentists are selected and credentialed based on established criteria reflecting professional education, training, and licensure standards. Credentials are verified upon initial application to the network and through re-credentialing. Dentists must have and maintain the appropriate dental license, malpractice coverage, DEA certificate (if required), and specialty license, diploma, certificate, or permit, as applicable.

3. Compare the fee structures for procedures. Most carriers can increase or decrease their contracted network fees by changing benefit levels, procedure placements, and reimbursement levels. Understanding how carriers structure fees is crucial since it can influence employees’ out-of-pocket costs. It pays to compare plans.

4. Check for rewards and incentives. Some dental plan designs include a rewards feature where members can increase their annual maximum benefit over time. For example, they could qualify to carry over up to $350 in unused benefits that can be applied to future dental claims. Without this feature, the plan’s annual maximum benefit resets yearly with no increase (rewards carryover).

5. Work with a knowledgeable insurance carrier. Before employers commit to a dental insurance plan, they should check the carrier’s reputation. Find out whether customers are satisfied with the coverage and how many stay with the carrier after the first year. Also, find out how long they’ve been in business and how fast they pay claims. Helpful information can be found on the insurance carrier’s website or social media platforms.

Plus, the insurance carrier sales representative should be an excellent resource for producers and employees, providing information on trends, plan features, and coverage levels, explaining industry issues, communicating the value of a dental plan, and making recommendations on changes that would improve the quality or cost efficiency of the plan. If a sales representative only shows up at renewal time, you may not be receiving the service you deserve.

Employers provide a variety of benefit choices to employees as part of their overall compensation package. And while employees value their benefits, research shows 85% of workers are confused about their coverage options. Ultimately, employees want help understanding benefits offered by employers. Consider five reasons why employees find benefits confusing and three ways to improve benefits education.

Why employees are confused about benefits

1. Preoccupied – Employees have many responsibilities at work and home. Often, they are distracted, thinking about how to pay their bills and many other responsibilities. They have little time to educate themselves about their benefits, which can be a problem when they need to use it.

Workers who have health needs and use their benefits tend to understand their coverage. But employees who rarely use their plans, including their preventive care benefits covered by insurance, are confused. Although they may not know much about their benefits, they want to know what their benefits cover if needed. Make online benefits education available to workers so they have access when they need it.

2. Overwhelmed — Employees appreciate the security their benefits provide to handle unexpected health needs. But many workers today are overwhelmed and stressed. They have difficulty making decisions about their health and benefits.

Employees want benefits choices, but not too many. For example, offering over 10 different benefits options can be overwhelming. Employees also may struggle to understand their benefits because the plan descriptions use unfamiliar insurance terms. They also may be confused about the specific procedures and services their plans cover.

3. Confused – Studies show that over 85% of employees are confused about their benefits. The youngest group of workers, Generation Z, often are puzzled about their plan choices and coverage options. A variety of benefits material, including videos and infographics, can help engage and educate workers in an entertaining way.

Most benefit plans have online websites and smartphone apps employees are encouraged to use. Younger employees gravitate toward using the latest technology, but older employees may not. After trying to figure out these tools, some employees may give up and contact HR for assistance. Or, they may ask coworkers or friends for help.

4. Uninformed – For many employers, employee benefits account for about 30% of their budget. But often, employees are not aware of the value of their benefits. When reviewing annual benefits options, employees tend to spend only 15 minutes selecting insurance plans during enrollment.

Often employees choose the same plans and coverage levels year after year. They don’t explore new or updated benefits that may better fit their needs and those of their dependents. So when employers introduce new or updated benefits, it’s vital to share the highlights of what those benefits cover. This way, workers can stay informed and have the opportunity to participate in a helpful new benefit or different plan.

5. Stressed – Most employees worry about their finances. In fact, about 58% of workers report living paycheck to paycheck. They struggle to pay monthly bills. In addition, many employees and/or their spouses are paying off student loan debts.

Because of these issues, employees may hesitate to spend money on benefits. Studies show workers are willing to invest in medical, dental and vision insurance. But for other voluntary coverage, they may select less-expensive options.

How employers can help

Employees expect their employers to help them understand their benefits. And while workers want this information, employers must develop a strategy to get employees’ attention. Businesses must do more than send out packets and email reminders to educate their workforce. Consider three ideas to improve benefits communication, reduce employee confusion and increase participation.

1. Tailor messages – Most employers have four (sometimes five) diverse groups or generations of employeesworking at their businesses. Each generation has different benefits needs. Employers who provide the one-size-fits-all benefits education miss reaching their employees. It explains why 80% of employers say employees don’t open or read their benefits information.

To reach employees, employers need to tailor messages to each group. The communication strategy doesn’t have to be complicated. However, employers need to identify the benefits that are significant to each group of employees. Then customize communications to catch their attention. Learn more tips for selecting and communicating employee benefits.

2. Communicate clearly – Review current benefits information to ensure the information is clear and easy to understand. Include charts, graphs and examples to explain benefits and educate employees on how to use them. Ask other employees to read the descriptions to identify confusing terms.

If possible, provide examples of how benefits have helped other workers. When new benefits are offered, explain the value and how employees can use them to support their health. Clear communication is key to keeping workers informed.

3. Survey employees – Surveying employees is an excellent way to gather feedback. Surveys allow employees the opportunity to voice their opinions and any confusion about benefits. Conduct pulse surveys as issues arise and regularly ask for input on benefits during the year.

Employers need to be aware of workers’ needs and provide the right plans and perks to keep them engaged. Remember, each worker has goals and reasons why they work where they do. Many expect their benefits to support a range of needs, from financial planning to personal well-being. After each survey, follow up with employees to say thanks and share how their responses will be used.

Employees rank wellness programs and services among the top benefits they value. During the pandemic, these benefits became even more important. Employees experienced unexpected life changes that caused extreme stress and worry. And they relied on their well-being benefits to help them get through. They used telehealth visits with doctors and dentists, financial counseling for budget management, and employee assistance counseling to support mental health.

Now as the pandemic eases, employers are redesigning benefits programs with a stronger emphasis on employee well-being. Review four ways employers are improving employee well-being programs.

1. Protect emotional health – The pandemic took a huge toll on employees’ health and well-being. But as health experts lifted restrictions, many business leaders thought work operations would return to how they were before the pandemic. Research shows that more than 80% of executives believe employees are thriving in all aspects of their well-being. However, these executives don’t realize how much their employees are struggling.

Many employees have long-lasting emotional and mental health problems due to the pandemic. A snap of the fingers won’t cure their worries about their families, health and finances. Today many workers are prioritizing well-being over work.

Employers should offer well-being programs that support and protect employees’ emotional and mental health. There are many options available, so talk with employees, through surveys and informal chats, to learn the benefits and programs they value.

Some workers may want regular access to counseling services, such as an Employee Assistance Program. Most will want more flexible work hours and paid time off. When working on-site, they will want a work environment emphasizing safety and security. Get employee input and follow up with the results.

Employers who support employees’ emotional and physical health will reap the benefits of happier and healthier workers.

2. Offer medical, dental, vision – Medical insurance is a primary benefit most employers offer workers, at least at a basic coverage level. In addition, researchers have identified the impact of employees’ oral and vision health on business productivity. Often workers with toothaches or eyestrain miss work or cannot focus on their job.

As a result, businesses now offer dental and vision insurance as staple benefits. And, as inflation impacts employees’ paychecks, many employers are offering similar levels of health coverage as in the past, but not passing along premium increases to employees.

3. Support social connections – One of the lessons of the pandemic is that employees need active relationships with coworkers, family and friends. Although many workers want to maintain remote offices, they also realize they need regular social interactions. Although online meetings keep work projects flowing, there also is a need for in-person meetings to stay connected.

Research shows that, on average, full-time workers spend half their waking life at work. That’s why the U.S. Surgeon General reports that workplaces significantly shape employees’ mental and physical well-being.

One way employers can support social interactions is through community service projects. Offer a variety of ways team members can come together to support the needs of charitable organizations in their neighborhoods. Employees enjoy giving back, especially when they can connect and have fun with coworkers.

Employers can take these service projects to the next level by asking employees to share their experiences and the lessons they learned while helping others.

4. Provide growth and development – As employees struggle with the impact of the pandemic and tough economic times, they’re looking for stability and security. Employers can support employees by providing:

• meaningful work
• competitive salary
• benefits to meet different needs
• supportive culture
• learning opportunities, mentoring and experiences

Are you offering the benefits employees want? Many workers are looking for employers who provide an excellent benefits package. After experiencing a pandemic and the economic impact, employees now greatly appreciate their benefits. Research shows that 73% of employees will stay with a company if they are offered a wide selection of benefits. So employers need to provide the right mix of coverage options. Review five employee benefits for 2023.

Health plans

Research shows that employees highly value health benefits. The three primary reasons employees join and stay with an employer are compensation, job security and health benefits.

The pandemic affected employees and their families in different ways. Many are struggling with a variety of physical and mental wellness problems. Survey workers to find out what types of benefits would help. Include examples to help employees identify their preferences (see list below).

When reviewing health benefits, choose plans with flexible coverage and premium payment options. This strategy gives employees a range of choices to fit their individual or family needs. Employees value medical coverage the most, especially for unexpected or catastrophic problems. But they also expect dental and vision stand-alone insurance in their benefits packages.

It’s vital to educate employees about their benefits choices. Since employees tend to review their benefit packages quickly, provide an overview of the plans offered. Outline additional details in the benefits descriptions. If any of the benefits offered have changed, explain why and show what the new coverage options look like.

Mental health

Employees also are looking for benefits that support mental health. Popular options include:

• counseling services, such as an Employee Assistance Program (EAP)
• fun days and team-building activities
• parental leave to handle family needs
• flexible work schedules and days off to recharge batteries
• tools, such as a computer or digital devices, to access work securely online
• self-service online resources, such as smartphone apps, articles or classes

Voluntary plans

These benefits provide supplemental coverage at discounted rates and enhance employee packages. Voluntary plans can be a shared expense with an employer or all employee paid. Popular choices include:

• pet insurance
• subsidized pre-K childcare
• discounted food delivery services

Financial support

Many employees are struggling with finances. They experienced financial setbacks during the pandemic. And now, due to inflation, many are finding it difficult to cover their monthly bills. Employers can support employees by offering a range of financial well-being programs. Top benefits include:

• student loan repayment assistance
• savings programs
• retirement plans
• financial counseling

Learning experiences

Employees want to work for employers who provide diverse learning experiences. Popular benefits choices include:

• tuition assistance for professional training and certification (some employers are paying employees to complete college degrees)
• job shadowing, mentoring and coaching
• online learning to assist employees in expanding their knowledge and skills
• growth opportunities to help workers pursue leadership opportunities in the company

Most employers have a lot of information about employees and how they use their benefits. But sometimes, organizing the data into information you can use to make benefits decisions is challenging. Employee benefits require a significant investment of time and money, so employers will want to offer the right mix of benefits with plan features their employees value. Here are six tips on how to design employee benefits packages.

1. Compile existing data

Gather and organize information about employees and enter it into a spreadsheet or database. Include birthdates for employees and their dependents, salary level, PTO time for sickness and doctor’s appointments, and requests for family leave and disability. This data is essential for choosing the right benefits.

2. Survey employees

Find out the benefits employees want by asking for their feedback through a survey or informal chats. Ask what type of benefits employees want, such as medical, dental and vision insurance, mental health resources, life insurance, critical care or caregiver assistance. Also ask employees to estimate the amount they can afford for premiums and out-of-pocket costs. Surveying employees can help you find gaps in current benefits. And the responses also could identify new coverage and programs to consider.

3. Review benefits usage

Ask your broker and insurance carrier for a report of benefits used by employees and their dependents. If you work with a trustworthy carrier, the information should accurately reflect your employee benefits trends.

When reviewing the data, you may notice that some benefits are rarely used. This could signal that employee needs have changed and the benefit is no longer needed. Consider eliminating this benefit or offer it as a voluntary option. Next, compare the usage report and survey information to determine the benefits employees value and new plans of interest to workers.

4. Compare competitors’ benefits

The war for talented employees continues, so offering a competitive salary and benefits package is essential. Study the benefits offered by employers who compete for similar talent. Know the type of insurance plans, premiums and deductibles, as well as rewards and perks they provide.

5. Design an innovative benefits package

Now that you have current reports and accurate employee data, you can design an innovative employee benefits package. Your broker and insurance carrier can help you find the right mix of benefits with coverage levels and plan features employees will appreciate.

In addition, offer non-insurance rewards and perks that employees want to create a holistic benefits package. Program ideas include financial planning, self-care and wellness, gas stipends, community service options, discounts on vacation trips and purchases, and rewards for meeting goals.

6. Create a communications strategy

A good benefits package is essential to attract and keep talented workers. But it’s just as important to communicate the benefits program to employees throughout the year. If you’ve changed employee benefits, tell workers why. If you added new benefits in response to employee feedback, let them know. And of course, explain all benefits changes to employees as you update or delete current benefits plans.

Work with your broker and insurance carrier to design monthly communications messages to educate workers about their benefits and encourage them to use them. It’s especially important for employees to use preventive screening benefits each year to detect health, dental and vision needs early on, so they can be addressed as soon as possible.

Inflation is impacting the prices of goods and services in nearly every industry. More than ever, employees are worried about how rising costs are impacting their budgets and livelihood. Many live paycheck to paycheck, barely able to pay their rising rent, grocery and fuel bills. On top of that, workers are concerned about how they’ll afford benefits and necessary health care procedures. Here are four ways employers can help employees save money with existing benefits.

Review existing plans 

Today’s employees want options in their benefits packages. They expect employers to provide medical, dental and vision coverage. They want a range of plans that help manage different needs in their lives. Workers also need mental health support, caregiver assistance, flexible schedules and paid time off. Employee needs also include financial assistance programs, such as student loan repayment, savings plans, retirement choices, and budgeting and planning.

Know what your workers want. Ask them during coffee chats or department meetings. Or work with your broker and insurance carrier representative to design a survey to help you gather specific details about employee preferences. Use this information to update or create a benefits package based on those preferences and needs.

Don’t forget to develop a communications strategy to tell employees about their updated benefits plans. Explain how employee feedback is used in the package design. Also, tell workers about updates made to traditional coverage premiums or plan features. Being transparent will help employees trust that you are offering the best benefits possible.

Good communication contributes to employees’ satisfaction with their job. Through word of mouth, you’ll quickly develop a reputation as an employer of choice. This gives employers in all industries a considerable advantage in recruiting and keeping top employees.

Maintain premiums

Employees are worried about health care costs. Although they value their benefits, they worry about paying increased monthly premiums and meeting plan deductibles. Employees know that most benefits plans go up a few dollars every year. Most years, workers can absorb these premium increases. But with everything going up, employees are concerned about how to budget for all the extra costs. All too often, workers opt out of benefits or choose a higher deductible plan, hoping they can get by.

So, one of the ways employers can support employees is by keeping benefits premiums stable. Absorb cost increases instead of passing them on to workers. Communicate these decisions with employees so they understand the full value of their benefits and how much the company is pitching in.

Encourage workers to use their benefits, especially preventive health care screenings. Annual preventive exams, such as mammograms and skin cancer screenings, can help catch medical conditions early on. The same applies to dental and vision health. Early detection is the key. This way, people can avoid often invasive, uncomfortable and expensive medical, dental or vision treatments.

By being open and communicating these messages, you’ll gain the appreciation of your team. It’s also easier to engage workers and recruit new employees.

Offer rewards and discounts

Many employers are reviewing ideas to assist employees with rising costs by offering rewards programs. Popular options include extra time off, gifts, bonuses, team lunches, health and wellness incentives, and fitness memberships. Some businesses also offer employee discount programs with savings on vacation trip tickets and discounts off of home and appliance purchases. Savings also can include gift cards for restaurants, groceries and big-box stores.

Offering these programs is another way to show employees that you care about them.

Provide training and development

Today’s employees are looking for stability and appreciation. Salary and benefits go a long way in recognizing each employee’s value. But workers also want to improve their knowledge and skills. Provide cost-free training programs while on the job.

Offer tuition assistance to help employees with educational pursuits. Recognize employee achievements and ask them to share their newly acquired expertise with other team members. Many people enjoy mentoring other workers and teaching the new skills and knowledge they’ve learned.