Delivering good customer service is no longer something a company can afford to overlook. It is a critical part of how successful businesses build trust, retain customers, and grow their bottom line. In today’s fast-paced, consumer culture, the experience customers have with a company often matters just as much as the product or service itself. Prioritizing service not only boosts customer retention but also helps reduce costly employee turnover, making it a strategic advantage in a competitive market.

Research shows that companies with strong customer service are more likely to outperform competitors in revenue, reputation, and retention. Consumers now expect more personalized, efficient, and meaningful interactions. Meeting those expectations is a direct path to earning loyalty, increasing sales, and gaining a competitive edge.

Trust builds loyalty

Trust is the foundation of every strong customer relationship. Reports show that 95% of consumers say customer service affects whether they remain loyal to a brand. Studies demonstrate that consumers are more likely to return to a company that treats them with empathy and understanding.

When customers trust a business, they are more likely to stay with it even when other options are available. A single negative experience, however, can damage that relationship. Consumers are now more likely to share their opinions through online reviews and social media. One bad review may quickly influence the decisions of potential buyers.

That is why consistency in service matters. Customers want to feel valued every time they engage with a brand, whether on the phone, online, or in person. Each touchpoint contributes to how they perceive the business as a whole.

Seamless service earns business

Modern customers expect service to be fast, seamless, and easy to navigate. According to reports, companies that understand and address customer pain points throughout the journey can improve satisfaction and loyalty. Whether a customer is trying to resolve an issue or ask a simple question, the experience should be efficient and straightforward.

In addition, companies that personalize the service journey see better outcomes. This study reveals that 88% of customers say the experience a company provides is as important as its products or services. Companies that recognize repeat customers, tailor communications, and anticipate needs often see higher satisfaction scores and greater long-term value.

Smooth service builds confidence and makes customers more likely to buy again. When service is inconsistent or confusing, it creates doubt. People want to know they can depend on a company when something goes wrong. How a business deals with those moments may determine whether customers stay or leave.

AI-enhanced efficiency

Artificial intelligence is transforming customer service in ways that improve speed and personalization. Tools like chatbots, automated workflows, and virtual assistants can handle simple tasks like answering frequently asked questions or routing requests. This frees human agents to focus on more complex issues that require empathy and problem-solving.

Recent findings show that companies using AI in their service models saw lower operating costs, faster resolution times, and higher customer satisfaction. These tools can also learn from past interactions, making responses more accurate over time.

However, technology should not replace the human element. Customers still want to feel heard and understood. The most effective service strategies combine AI efficiency with human empathy. For example, a chatbot might start a conversation and gather information, then pass it to a live agent to resolve the issue.

When used thoughtfully, AI allows companies to scale service without sacrificing quality. It also provides insights into customer behavior that can be used to improve future interactions.

Engaged employees improve outcomes

Employees are at the heart of every successful customer service strategy. When service teams are well-trained, motivated, and supported, they are more likely to create positive experiences for customers. On the other hand, burned-out or disengaged employees can damage a brand’s reputation.

Data suggests that while 90% of businesses believe they offer excellent customer service, only 30% of customers agree. This gap often results from a lack of internal alignment or poor employee engagement.

Creating a strong service culture begins with training. Employees need to understand not only how to resolve issues, but how to do so with empathy, patience, and professionalism. Companies that reward positive behavior and listen to employee feedback also see lower turnover and stronger service outcomes.

Encouraging open communication between employees and leadership can help build trust inside the organization. When employees feel respected and empowered, they can pass along that positive energy on to customers.

Data helps personalize care

There is no universal approach to service anymore. Customers expect companies to remember their preferences and respond accordingly. Businesses that use customer data responsibly can create more relevant, timely, and proactive service experiences. Modern customer relationship management tools make it possible to track every interaction, purchase, and feedback response. This allows service teams to tailor their communication, offer personalized solutions, and even reach out before a problem occurs.

For example, if a customer repeatedly contacts support about the same issue, a service team can take steps to fix the underlying problem. If a customer has not interacted in a while, the company can re-engage with a helpful message or offer. This kind of proactive care turns reactive support into a thoughtful, brand-building strategy. It shows customers that the company values their time and wants to create a lasting relationship.

Loyalty supports long-term success

Customer loyalty has a direct impact on business performance. A recent study shows that improving customer retention by just 5% can increase profits by more than 25% Repeat customers are also more likely to refer friends, leave positive reviews, and spend more per purchase.

Acquiring new customers can cost five to seven times more than keeping an existing one. For this reason, many successful companies tend to invest more in post-sale support, loyalty programs, and personalized follow-ups. These efforts may increase satisfaction and encourage long-term engagement.

When service is done well, it can turn everyday customers into brand advocates. These loyal customers help grow a business through word of mouth and continued purchasing behavior. They may also provide valuable feedback that can be used to improve future service strategies.

Service is everyone’s responsibility

Customer service is not limited to a single department. It should be a shared priority across every part of an organization. From marketing to operations, every team has a role in creating a positive experience.

It is important to integrate service principles into company-wide goals to ensure that all teams, from the front line to leadership, are aligned around the customer. Organizations that prioritize service at every level consistently outperform those that treat it as an isolated function.

When companies listen to customers, act on feedback, and consistently improve their approach, they create a culture that supports growth and adaptability. Service becomes a long-term strategy rather than a short-term fix.

Exceptional customer service builds loyalty, drives revenue, and strengthens your brand. It requires a thoughtful mix of people, processes, and technology, all working together toward a common goal: creating value for the customer. Companies that embrace this mindset will be better positioned to thrive in a competitive market. 

Change is a constant in today’s workplace. Whether it’s new technology, shifting priorities, or updated business goals, employees are expected to embrace change and adapt quickly. But adaptability doesn’t always come easily. That’s why a strong organizational change management strategy is essential. Leaders who understand the change management process can better support their teams by focusing on how to build resilience and create a work culture that views change not as a threat but as a chance to grow.

Understanding change fatigue

It’s easy to assume that employees are open to change, but research tells a different story. Reports show that employee support for change efforts has dropped significantly, from 74% in 2016 to just 38% in 2022. Other findings indicate that only 23% of employees feel like they’re thriving at work. That means most people are either disengaged or just going through the motions.

The more often companies roll out changes without involving employees or listening to their concerns, the more likely people may feel burned out. Constant change without clear support may lead to stress, lower productivity, and higher turnover. Experts at Harvard Business Review warn that poorly managed or rushed change can overwhelm employees, leading to increased burnout and reduced work engagement. And when employees feel overwhelmed, even small changes can feel like too much.

Creating stability during transitions

Successful change doesn’t just happen through good planning and announcements. It requires stability. In other words, employees want to feel like some things are staying the same while other things shift. Predictable routines, supportive leadership, and clear communication all help reduce anxiety during times of change.

Deloitte refers to this balance as “stagility”, or the ability to stay grounded while also being flexible. They found that most employees want more stability in their day-to-day work, even as companies push for more innovation and faster results. Creating a stable environment helps employees feel safer and more open to trying new things.

Leaders can provide this by being consistent. That means clear timelines, organized rollouts, and regular check-ins. When employees know what to expect, it’s easier for them to adapt without feeling lost or confused.

Turning change into a shared skill

Since change is always happening, companies need to treat it like a long-term skill rather than a short-term project. Dr. Nadya Zhexembayeva, an expert on business reinvention, explains that today’s companies must treat reinvention as a continuous skill. With business models lasting only about six years, leaders and employees need to build the ability to anticipate change, take confident action, and learn from experience.

Research supports this idea, showing that successful companies train people at every level to become more adaptable. Leaders need to model the behavior first by staying open-minded and curious. Then they can help teams build the same habits. Activities like group problem-solving, pilot programs, and post-project reviews all help strengthen the organization’s change muscle. When people are encouraged to practice change regularly, they become more confident and capable. It stops feeling scary and starts feeling like just another part of the job.

Involving employees in the process

One of the biggest reasons people resist change is that they feel left out of it. Employee engagement is widely recognized as one of the key drivers of successful change. When employees have the opportunity to provide input, share feedback, or test new ideas, they feel like they’re part of the solution rather than being forced to go along.

Harvard Business Review highlights that change is more effective when it’s a conversation, not a directive. Employees want leaders who listen, respond to concerns, and adjust plans based on real feedback. That doesn’t mean agreeing with everything, but it does mean showing respect and transparency.

Even simple steps, such as surveys, Q&A sessions, or open forums, can make a significant difference. When people see that their voices matter, they’re more likely to stay engaged and help move things forward.

Empowering frontline leaders

Managers are often caught in the middle during change. They’re expected to drive results, support their teams, and carry out new company plans, all at the same time. However, many lack the training or resources needed to do it well.

According to insights from Propeller, a management consulting firm, frontline managers need better support to guide their teams through change. They need tools to coach employees, manage stress, and ensure smooth operations..

One of the most effective ways to do this is through peer support and leadership coaching. When managers feel confident, supported, and well-equipped, their teams tend to feel the same. It’s also important for leaders to be open about their own experiences. When managers admit they’re learning too, it helps create a culture of trust.

Supporting learning and well-being

Change often requires learning new skills, especially as technology evolves. A study found that more than half of employees expect their job skills to change significantly within the next five years.

To help people keep up, companies should invest in both technical training and soft skills like communication and adaptability. Business Insider recently reported that executives are tying employee wellness and reskilling together, offering flexible schedules, mindfulness tools, and learning opportunities as part of their change strategies. When people feel like they’re growing, they’re more likely to stay engaged and less likely to burn out. Learning also helps people feel more in control, which reduces stress during times of uncertainty.

Reducing tech-related stress

Digital tools can make work easier, but they can also add stress, especially when employees are expected to master new systems quickly or use clunky platforms that don’t work well. This kind of stress, sometimes called “technostress,” has been shown to lower job satisfaction and increase frustration.

Organizations can reduce this by offering better training, simpler tools, and faster tech support. Gallup recently noted that Employees who report having greater influence over how new technologies are adopted are significantly more likely to report high job satisfaction. Instead of rolling out new tools without warning, companies should involve users in the selection process, provide ample hands-on practice, and address issues promptly. That way, technology feels like an asset, not a burden.

Fostering a resilient culture

At the end of the day, culture shapes how people respond to change. A resilient workplace is one where people feel safe to ask questions, try new things, and support one another.

Leaders can build this by encouraging open communication, rewarding learning, and creating space for reflection. That could be regular team check-ins, shout-outs for creative thinking, or moments to pause and celebrate progress.

According to Harvard Business Review, feedback loops play a key role. Leaders should regularly solicit input and take concrete action based on what they hear.  This creates a cycle of trust that strengthens over time and makes future changes feel less overwhelming.

Helping employees deal with change isn’t about making things perfect; it’s about making people feel supported, informed, and involved. When organizations focus on communication, consistency, learning, and culture, change becomes something teams can handle with confidence. And that’s what leads to long-term success.

Remote work is here to stay, and so are the expectations that come with it. Today’s remote workers want more than flexibility and work-life balance; they’re looking for thoughtful support that addresses both daily challenges and long-term well-being. This includes benefits that improve communication skills, support mental health, and help with stress management. To attract and retain top talent in a work-from-home environment, companies must move beyond traditional perks and invest in personalized, well-communicated benefit strategies designed for remote teams.

The value of personalized benefits

Not all remote employees are alike. Some may be juggling caregiving responsibilities, while others are managing the isolation that can come from working independently. That’s why an individualized benefits package is important. According to a recent report, employees who feel their benefits meet their individual needs are 60% more likely to be satisfied with their jobs.

Offering flexible work hours, mental health resources, and lifestyle benefits like wellness stipends or home office allowances can help meet remote workers where they are. These offerings show that your organization is committed to supporting the whole person, not just the role they play on your team.

Why communication makes all the difference

Even the most generous benefit packages fall flat if your employees don’t know how to use them. The key to closing that gap is communication. Gallup found that teams with high employee engagement are more productive, take fewer sick days, and are much less likely to leave.

Remote employees are especially vulnerable to communication breakdowns. Without in-person interactions or informal conversations around the office, it’s easy for important information to get lost. That’s why consistent, clear messaging is essential. It helps your team understand what’s available, how to use it, and why it matters.

Ensure that your communication utilizes multiple channels. Use email, chat, video, internal portals, and one-on-one meetings. Repeat important messages throughout the year and simplify the language as much as possible. The goal isn’t just to inform – it’s to empower.

Flexibility is a top priority

Employees who work remotely value the ability to shape their workdays around their lives. Research suggests that a significant majority of workers surveyed said flexibility in where and when they work is important to them. Companies that offer flexible benefits, such as paid mental health days, floating holidays, or wellness hours, are more likely to keep remote workers engaged and loyal.

Flexibility can also include letting employees choose the benefits that fit their current life stage. This might mean offering a menu of options, from student loan assistance to eldercare support. Giving employees more choice sends a powerful message: we see you, and we care about what matters to you.

Mental health benefits are essential

Mental well-being is now a central topic of discussion. According to an American Psychological Association survey, nearly 81% of employees said they will look for workplaces that support mental health when seeking future job opportunities. That means companies must do more than just offer an Employee Assistance Program.

Effective support includes promoting mental health resources throughout the year, training managers to recognize burnout, and fostering a culture that normalizes mental health conversations. Remote employees in particular may experience stress, loneliness, or blurred work-life boundaries, so proactive support can make a significant difference.

Performance improves when people feel cared for

Happy employees don’t just feel better – they perform better. Reports show that employees who believe their organization truly cares about their overall well-being are 69% less likely to look for a new job than those who don’t feel that level of support. The same report also noted that employees are three times more likely to be engaged at work when they feel appreciated. These aren’t just feel-good metrics; they have real business impact.

Providing benefits that address common remote work pain points, like ergonomic home office setups or access to virtual fitness programs, can improve comfort and concentration. Meanwhile, consistent manager support and frequent check-ins create space for real conversations that improve morale and performance.

Training managers to become benefit champions

Your managers are your frontline communicators. They play a critical role in helping employees feel supported and understood. When managers are equipped to answer questions about benefits, offer guidance, and share their own experiences, employees are more likely to take advantage of the resources available to them.

That’s why it’s important to train managers on your benefits strategy and encourage them to talk about it regularly. Whether it’s through team meetings, one-on-ones, or internal newsletters, when managers lead the conversation, employees are more likely to listen and engage.

Use storytelling to bring benefits to life

Listing benefits is one thing; demonstrating their impact on your team is another. Sharing stories is a powerful way to make benefits feel real and relevant. For example, you can highlight an employee who used the wellness stipend to start a weekly yoga practice, or someone who took a caregiving leave and returned recharged and grateful. These stories create emotional connections. They also show employees that using their benefits is not only allowed but also celebrated. That’s the kind of messaging that builds a culture of support and trust.

Consistent communication keeps benefits top of mind

Remote teams may miss out on hallway conversations and quick desk chats that often serve as reminders or informal Q&A moments. That’s why it’s critical to build a communication strategy that keeps benefits visible all year.

Create a content calendar that aligns benefits messaging with key times of the year, such as open enrollment, tax season, mental health awareness month, or back-to-school season. Keep resources simple and accessible. Infographics, short videos, or FAQ sheets can go a long way in making information digestible.

Ask for feedback and act on it

The only way to know whether your benefits strategy is working is to ask. Use regular pulse surveys, anonymous suggestion boxes, or small group discussions to collect input from your remote teams. But don’t stop there.

Feedback becomes less valuable when it does not lead to any action or change. Be sure to share what you heard and how it’s being used to make improvements. That level of transparency builds trust and makes employees feel like true partners in shaping their work experience.

Measure impact and adjust

Tracking how your employees are using benefits may help you refine your offerings over time. For instance, if a large portion of your remote team is not using telehealth services, it may indicate that more education or easier access is needed.

Look at participation rates, employee satisfaction scores, and retention metrics. When you connect benefits to performance and engagement outcomes, you may be able to create a compelling business case for continued investment.

Culture matters more than perks

Ultimately, a strong remote benefits strategy isn’t just about what you offer; it’s about how your people feel when they use it. When benefits are integrated into the fabric of your culture, employees feel supported, appreciated, and motivated to do their best work.

That’s why leaders should model healthy behaviors, encourage work-life balance, and recognize when people are showing up, not just in terms of performance, but in terms of self-care and community participation. These cultural signals reinforce that benefits aren’t a list on a slide. They’re a reflection of your company’s values.

Keep evolving to stay competitive

Remote work continues to evolve, and so should your benefits. Stay informed about emerging trends, listen to your employees, and adapt your strategy as needed. Organizations that remain flexible and forward-thinking will be best positioned to attract and retain top remote talent.

Investing in flexible, relevant, and well-communicated employee benefits is not just a human resources strategy; it’s a vital business strategy. For remote teams, it’s one of the most powerful tools for building loyalty, improving performance, and driving long-term success.

Dental and vision benefits promise coverage for important checkups and procedures. But these offerings support more than just teeth and eyes. That’s because dental and vision care both support overall health. A more comprehensive benefits package helps keep your workers in the habit of preventive care, which saves money for them and your company. Dental and vision benefits are cost-efficient, valuable and relevant to employees at every life stage.

In this whitepaper, we explore the importance of benefits, highlighting dental and vision as top choices for compensation packages to protect your business.

Read this white paper to find out how to get started.

Attracting and retaining talented millennial employees is a challenge for employers in every industry. With many millennials managing the burden of student loan payments, repaying student loans has become one of their biggest concerns. Student loan repayments may delay major life decisions and significantly impact overall financial health. Research shows millennials are open to switching jobs in pursuit of career growth – 60% say they would consider a new opportunity, and 21% changed jobs within the past year. Half expect to still be at their current company in a year. Employee turnover can be very costly. Studies estimate that replacing an employee typically costs half to twice that employee’s annual salary. Offering a student loan repayment benefit can help reduce these costs by supporting employees’ financial wellness and giving them a compelling reason to stay.

Addressing a critical financial concern

With the majority of millennials carrying student loan debt, this type of benefit directly addresses one of their biggest stressors. Helping employees manage their student loan repayments can ease financial pressure, improve focus and productivity at work, and increase overall job satisfaction. It also communicates that employers are invested in the long-term well-being of their teams, not only professionally, but financially and personally.

Incorporating this kind of support into a benefits package shows that the organization understands its employees’ real-life challenges. A thoughtful and relevant approach to financial wellness can make a lasting impression on millennial workers who are often seeking more than just a paycheck. They want purpose, support, and benefits that match the realities of their lives.

In today’s competitive job market, retaining top talent is crucial. Student loan debt repayment assistance is now an essential employee benefit. It’s becoming an essential part of a modern, employee-centered benefits strategy that supports engagement and long-term loyalty.

Connecting employees to their work

Research supports the idea that millennials often leave jobs when they feel unsupported or disconnected from their growth and development. A lack of coaching, training, or clear advancement opportunities can push them to explore other options. That’s why employers need to think holistically when it comes to engagement.

Millennials are drawn to organizations that provide customizable benefits packages – an approach that appeals across all generations but is especially important to younger employees navigating early financial milestones. Personalized benefits like student loan repayment assistance are among the most attractive. In fact, over 86% of employees say they would stay with a company for five years if it helped pay their student loans, making this benefit a powerful tool for retention and building a more stable, experienced workforce.

Easing financial burdens

Findings show that 65% of students graduating from four-year colleges carry student loan debt. Evidence also supports that than 43 million American adults owe an estimated $1.7 trillion. For many employees, this debt isn’t just a financial burden – it’s a daily distraction. Employees with student loans often spend time at work worrying about their finances, which can lower engagement and reduce performance. Worse yet, many will spend 10 to 30 years repaying their loans.

Employers can offer meaningful support by providing student loan payment benefits that help shorten the repayment timeline and reduce the overall cost of the debt. These benefits ease financial stress, allowing employees to stay focused and feel more secure in their roles.

A smarter way to offer support

One effective solution is Employee Choice, a student loan repayment benefit offered exclusively by BenefitEd and Ameritas. This program gives employers the flexibility to use funds already allocated for 401(k) matching contributions. Instead of letting those contributions go unused, employees can choose to apply them toward student loan repayment.

Participants can direct the full match toward paying off their loans or split the benefit, allocating part of the match to loan repayment and the rest toward their retirement savings. This dual-purpose approach supports employees’ current financial needs while also encouraging long-term planning.

May employees may be missing out on valuable 401(k) matching contributions each year. Employee Choice allows employers to put that money to work, helping team members tackle their debt without requiring any additional budget or resources. It’s a simple, cost-effective way to provide meaningful value.

Supporting different needs at every life stage

Millennials have diverse life goals and financial priorities, and student loan debt often stands in the way of reaching them. The weight of this debt can cause employees to postpone important milestones, such as starting a business, enrolling in advanced training, earning a graduate degree, or purchasing a car or home. In some cases, it can even delay major personal decisions like getting married or starting a family.

When employers provide a student loan debt payment benefit, they offer more than just financial relief; they give employees room to dream, plan, and grow. It shows that the organization understands the full scope of what today’s workforce is facing and is willing to meet them where they are.

A strategic investment in employee loyalty

In a competitive labor market, benefits that reflect real-life concerns can be a deciding factor for top talent. Offering student loan repayment assistance sends a strong message: the employer cares about its people and is invested in their success.

This kind of support fosters deeper loyalty, increases employee engagement, and enhances workplace culture. It also builds goodwill and strengthens an organization’s reputation as a forward-thinking, employee-centered brand. Helping employees reduce their debt isn’t just generous; it’s a smart business strategy that delivers measurable value for both sides.

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.

A dental plan is more than an expected workplace benefit when it impacts healthcare costs. The right dental plan is a powerful tool that empowers employees to leverage the connection between dental and overall health, helping them manage their healthcare costs.

To find the dental plan that is most valuable for your employees, you’ll need to:

• Gather information and data that helps determine what you need in a plan
• Find the right broker and benefits carrier to design the plan
• Prepare for conversations with your broker

Read this white paper to find out how to get started.

Each year, employers file Form 5500 to satisfy reporting requirements for employee benefit plans under the Employee Retirement Income Security Act (ERISA) and the Internal Revenue Code. Providing essential information about a plan’s financial condition, investments and operations, the form ensures transparency and regulatory compliance. Employers who sponsor qualified retirement plans, such as 401(k)s, profit-sharing plans and defined benefit plans, must file Form 5500 each year.

For calendar year plans, the deadline to file for the 2024 plan year is July 31, 2025. There are three versions of the form, and the appropriate one depends on the size and structure of the plan.

Short Form 5500-SF

• Used by small plans with less than 100 participants on the first day of the plan year IF all the investments are held in easily valued investments AND do not hold employer stock.
• If the Form 5500-SF was used in the prior year, plans can continue to use it if the participant count is more than 100 but less than 121 under the “80-120” rule. Using the “80-120” rule for small plans with an increasing headcount can delay the need for a plan audit and the associated expense.

Form 5500

• Used by large plans with over 100 participants. An audit report prepared by an independent qualified public accountant must be attached to the filing.
• Small plans with “non-qualifying” assets must also file the longer Form 5500 but may be exempt from the audit requirement by increasing the bond amount and including additional disclosures on the Summary Annual Report for participants.

Form 5500-EZ

• Used by one-participant plans, which cover only owners and their spouses (but not their children).
• If plan assets exceed $250,000 these plans must file a Form 5500-EZ. If the owner has multiple plans, the assets from all plans are combined to determine if the $250,000 threshold applies.
• One-participant plans must file the Form 5500 in the final plan year regardless of the amount of assets.

More deadline details

• An extension of two and a half months can be requested by filing a Form 5558 by the regular deadline.
• If a plan year and the employer’s fiscal year align and the employer files an extension to its tax return, the Form 5500 filing deadline is automatically extended to the same date.
• Plans with employees must distribute to participants a summary of the Form 5500, called a Summary Annual Report, within two months after the 5500 due date.
• If an ERISA plan misses a filing deadline, the error can be corrected using the Delinquent Filer Voluntary Compliance program to file the late return and pay a maximum penalty of $1,500 for small plans and $4,000 for large plans—much less than the Department of Labor penalties, which can be up to $2,670 per day.

For more information about Form 5500, visit the IRS website.

When it comes to building a benefits package that balances cost, customization, and care, the choice between self-funded and fully insured dental plans is a critical one. Each option offers distinct advantages, and the right path depends on your organization’s size, goals, and risk tolerance. As dental plan costs continue to rise, more employers are exploring funding strategies to give them greater control and long-term value. Here’s what to consider when choosing the best fit for your business and your employees.

Understanding the basics

Fully insured plans are the traditional approach to dental benefits. Employers pay a fixed monthly premium to the insurance carrier, and in return, the carrier assumes financial risk for covered dental claims. That means whether claims are high or low in a given year, the employer’s cost remains stable. This model is simple to administer, offers predictable budgeting, and often includes built-in services like claims processing, compliance oversight, and customer service. However, premiums are based on projected claims and include margins for the carrier’s risk, overhead, and profit.

Self-funded (or ASO – Administrative Services Only) plans work differently. Instead of paying a premium, the employer pays for actual dental claims as they occur. The insurance carrier or third-party administrator provides the administrative infrastructure to process claims, manage the network, and support compliance. The employer retains the financial risk, which introduces variability in monthly costs and the potential for long-term savings. This model gives employers flexibility in plan design, visibility into utilization trends, and the ability to tailor coverage to their workforce. It’s attractive for larger organizations that can absorb short-term fluctuations in exchange for long-term control and transparency.

Why funding model and network strategy should be aligned

Network savings and funding mechanisms go hand in hand. As the dental market evolves, it’s not just about choosing how to pay for benefits; it’s about ensuring the delivery model supports better outcomes and smarter spending. According to 2024 market insights, over 30% of all groups with more than 500 lives now use a self-funded model for their dental plans. Organizations are increasingly seeking cost containment and reduced overhead, better cash flow control, and greater plan design flexibility.

Self-funded arrangements may also open the door to deeper data insights. With the right partners in place, like Ameritas, employers can access integrated medical and dental reporting that helps identify health patterns earlier, such as connections between oral health and chronic conditions. This added transparency can support more proactive decision-making and long-term improvements in employee outcomes and cost efficiency.

That said, fully insured plans remain the preferred choice for many employers, especially those seeking predictability, simplicity, and built-in risk protection. The key is finding the right balance between funding structure, administrative capacity, and the goals you have for a benefits strategy.

Key decision factors for employers

Ultimately, when evaluating which funding mechanism is the right move, employers should consider the following:

1. Size of the employee base
   Larger organizations may be better positioned for ASO plans, as more covered lives allow for more predictable claim trends over time. Smaller employers may find fully insured plans more manageable due to built-in risk protection and stability.
2. Risk tolerance
   ASO plans involve greater financial variability, since claims are paid as they occur. Employers who are comfortable managing this risk and interested in avoiding fixed premiums for unused services may benefit from the flexibility. In contrast, fully insured plans offer consistent monthly premiums, which appeal to organizations prioritizing stability and risk mitigation.
3. Cash flow management
   If maintaining steady and predictable expenses is a priority, fully insured plans benefit from set premiums and simplified budgeting. ASO models can provide savings over time but require employers to manage variable monthly costs based on actual claims.
4. Administrative capacity
   Self-funded plans typically require more internal resources for plan oversight, compliance, and reporting. Employers with smaller HR teams or limited administrative infrastructure may lean toward the simplicity of fully insured plans, where the carrier handles most services.

Choosing between a self-funded and fully insured dental plan ultimately comes down to understanding your organization’s needs and how you want to manage cost, flexibility, and risk. No single model is right for every group. By weighing the key decision factors and aligning your funding approach with your long-term goals, you can build a benefits strategy that works for your business and delivers real value to your employees.

At Ameritas, we work closely with employers to help evaluate funding models, assess risk, and design dental plans that are aligned with long-term wellness and business performance. Whether you’re looking for more predictability or flexibility, we’ll help you create a plan that delivers meaningful value for your people and your organization.

Employee benefits are essential to attracting and retaining top talent, yet sometimes employers struggle to communicate these offerings effectively. While substantial investments are made in benefits programs, employees may feel out of the loop if the conversation only happens once or twice a year during enrollment.

This gap in communicating benefits to employees can have serious consequences. Research shows that dental care is deferred more often than medical care, with 12.7% of Americans skipping dental visits due to cost, compared to 5.1% for medical care. When benefits go unused, employers see less return on their investment and employees miss out on preventive care that could protect their long-term health. A robust, ongoing communication strategy can reinforce how your employees understand and use their benefits, especially when it comes to dental coverage.

Offer preferred benefits based on employee input

Often, employers assume they know what benefits employees value. Instead of defaulting to traditional plans, consider launching a confidential survey to learn directly from your workforce. Ask employees to rank which benefits matter most to them and invite suggestions for new offerings. Leveraging honest feedback not only ensures the benefits package stays relevant but also demonstrates the company’s commitment to meeting employee needs. When plans don’t meet those needs, employers miss critical opportunities to improve health outcomes and reduce long-term costs.

Communicate frequently and consistently

Enrollment season can be overwhelming for many employees. Rather than a single burst of information, create an ongoing communication strategy throughout the year. Share key details about different coverage options and plan features at regular intervals, whether that means a monthly update or targeted outreach before open enrollment. Early and consistent communication helps employees understand their options and feel more confident in making the best choices for their circumstances.

For example, explain the value of regular dental visits. According to recent data data, members with chronic conditions like diabetes or heart disease saved between $2,700 and $11,000 annually in medical costs when they had at least one dental cleaning. This kind of tangible information helps employees see the real-world value of using their benefits.

Diversify your communication channels

With multiple generations in the workplace, there is no one-size-fits-all approach when it comes to communication. Some employees prefer face-to-face meetings with printed materials, while others lean toward digital formats like emails, videos, or social media posts. By using a mix of communication channels, employers can ensure that every employee has access to the benefits information in the format that works best for them. Overall, a well-designed communication plan increases engagement and can drive better plan utilization, which ultimately supports employee health and employer cost savings.

Reinforce the link between dental and medical health

Many employees view dental coverage as separate from their overall health plan. But the connection is well-established: poor oral health has been linked to diabetes, cardiovascular disease, and even pregnancy complications. When employees understand that routine dental care can help detect early signs of chronic disease and reduce medical costs, they’re more likely to use their benefits and appreciate the full value of their coverage.

Highlight real-world success stories

Employees resonate with real-life examples of how benefits can make a difference. Share success stories that demonstrate positive health outcomes and financial savings achieved by coworkers using their benefits. Whether it’s a success with dental benefits, or another program, these stories add a personal touch that reinforces the value of the benefits package and inspires others to explore their options.

A comprehensive communication strategy informs employees about their benefits and strengthens the overall perception that their well-being is a company priority. By actively engaging with your workforce through multiple channels and clear messaging, you can create a more informed, satisfied, and healthy team.