Employee Communication has definitely been a hot topic in the industry lately. Questions such as:
- How can we communicate better with our employees?
- Where do we find resources for developing a quality, cost effective employee communication strategy?
- How can we ensure that these new efforts in communicating our company benefits to our employees will have the greatest impact on perceived value and benefit plan ROI?
- What stipulations does healthcare reform put on employee communication and are we in compliance?
- What tools are available to me as an administrator to make the communication process a simple one?
- How can we be sure that even we communicate that our communication is understood?
Although, these along with other questions may round out the some of the more frequently asked communication questions, have you set out your Top 5 Benefits Resolutions for 2012?
With the plethora of other heathcare reform measures, compliance changes and renewal increases you may be dealing with, it can be easy for benefits coordinators and HR Administrators to feel as if benefits are a necessary evil and not a part of a package that could be tagged with bringing any significant value or savings to the company bottom line. Benefit strategies are becoming more complex, with more companies anticipated to incorporate Wellness Programs and Voluntary Benefit programs in 2012 than ever before.
So where do you begin? Do you have a Benefit Advisor that can take an unbiased hard look at your benefit strategies of the past and present, while listening to where you want to go in the future? Have you created your Benefit Roadmap for 2012 and into the future? Have you set goals to establish your expected return on investment from your company benefit program?
In this series of emails, we hope to answer some of these questions for you, simply and effectively. Feel free to contact us directly at any time if you have any questions relating to any of the content or topics outlined in this email series. We are at your service.
