What Employees Really Think of Benefits

What Employees Really Think of Benefits

The COVID-19 pandemic irrevocably changed the world of work. For employers, it meant re-evaluating existing business models and placing a renewed focus on their workforce. For employees, it meant adapting to new ways of working while juggling social responsibilities. For support, they turned to benefits packages that address these challenges.

To understand how the national health crisis influenced the way employees view and use their benefits today, HealthJoy surveyed 1,021 consumers across the United States in February and March 2021. Our Employee Benefits Insights Survey revealed that workers don’t fully grasp their benefits, there’s a growing desire for more flexible work policies, and that wishlist perks will inevitably play a crucial role in your HR department’s talent recruitment and retention efforts.

In a year marred by change and challenge, employees found renewed clarity around what they want and need most, now and in the future.

Knowledge Gaps

How you tailor your benefits packages may matter more than ever. Our recent survey uncovered that 56% of employees agreed (only fully 7% disagreed) that the pandemic caused them to place greater emphasis on their employee benefits. And benefits are driving retention. Forty-seven percent of employees told us their benefits contribute to their happiness at work.

Still, we know when it comes to putting benefits to use, employees struggle. While 92% of employees say they understand their benefits somewhat well, 40% reported delaying healthcare services or procedures because they didn’t know what was covered by insurance. In this new world, benefits might be more important than ever, but employees aren’t fully grasping them.

a pie chart showing how the pandemic changed employee attitudes about their benefits

The knowledge gap can be attributed to any number of factors, from limiting benefits education efforts to open enrollment to a communication strategy that’s misaligned with employee preferences. The bottom line is that, when employees need care, they don’t know how to use their benefits. Beyond the negative health consequences of delayed care, this behavior could impact employee benefits satisfaction. Providing health benefits without the support to use them sets employees up, at best, for a frustrating benefits experience. Benefits teams considering 2021 plans should carefully evaluate their plan offerings to make sure they’re meeting the navigation and support needs of their people.

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Webinar
Exploring Findings from HealthJoy’s 2021 Employee Benefits Insights Report

Join our Founder and CEO, Justin Holland, as he breaks down our findings and shares exclusive commentary and unique perspectives on HealthJoy’s 2021 Employee Benefit Insights Report.

What Employees Want: Remote Work.

Our Employee Benefits Insights Survey found that across all age groups, 57% of respondents want the ability to work from anywhere. The result isn’t shocking, given how remote work has always been popular among employees. But what started as a perk has quickly evolved into the norm for most businesses.

While the advantages of a remote work policy are well known to employees, there are plenty of often-overlooked reasons why a flexible work environment can bring value to your company. They include:

  • Better output. Gartner’s 2020 ReimagineHR Employee Survey revealed that in typical organizations where employees work the standard 40-hour schedule in an office, 36% of employees were considered high performers. However, when organizations shifted from the traditional environment to a flexible one — where employees have some choice over where, when, and how much they work — 55% of employees were high performers.
  • Healthier workforce. Allowing employees to work remotely even part of the time can also cut down on the need for them to take sick days. By being at home, they’re more likely to do some work (if they’re able) without exposing their colleagues to an illness. Controlling the risk of exposure became especially important during a global health crisis.
  • Less overhead. One study estimates that the average employer can save approximately $11,000 for one remote half-time worker each year. The savings result from higher productivity rates, lower real estate costs, reduced absenteeism and turnover, and disaster preparedness.
  • Gaining the competitive edge. Remote work removes the geographic boundaries that can limit your talent recruitment. According to LinkedIn, remote jobs result in over 20% more geographical diversity among applicants. As an employer, that means you gain access to a broader and more diverse talent pool and an opportunity to build an inclusive workforce.

What Employees Want: Professional Development.

With employees placing more emphasis on their benefits as a result of the COVID-19 pandemic, it makes sense that one of the most popular noninsurance benefits (48% across all age groups) is full tuition reimbursement for professional development.

Today’s digital work environments have created an opportunity for employers to offer additional value to their people by bringing upskilling and digital courses to the workplace. And where access exists, employees are keen to reskill as needed. In addition to empowering your employees, professional development can:

  • Keep employees engaged. People want to increase their productivity as well as employability. Workers today want to spend their time learning new skills and the freedom to choose what they learn. In a global study by PwC, 33% of those surveyed said they were willing to accept smaller pay bumps if their employer provided them with such benefits. To employees, it’s not just about supplemental training. When employers show a vested interest in their employees’ career paths and growth, they’re likely to find a more engaged workforce along with improved retention rates and morale.
  • Cultivate a more inclusive workplace. A different study found that younger people are twice as likely as older people to get opportunities to improve skills, and people in cities are 1.5 times as likely as people in towns. If that trend continues, employers risk further contributing to the digital divide. By encouraging your HR team to consult with employees about their developmental needs, you can effectively address skill gaps and still gauge what kind of programs might work best for your team.
  • Avoid turnover. One of the many lessons we learned in 2020 is that the digital revolution requires a skills revolution. Providing employees with professional development opportunities lets them know you care about their interests and career objectives. It enables them to grow their skills, exposes them to new experiences, and builds enthusiasm — all of which can also inspire loyalty.

Merely providing upskilling, reskilling, and training programs only goes so far. Employers should reconsider a critical component of employee development to enable a culture of continual learning: Dedicated Paid Time Off.

employee benefits insights report download image

What Employees Want: Unlimited Paid Time Off (PTO).

Put simply — unlimited paid time off (PTO) as a benefit is neither new nor shocking. When asked to choose the three benefits they would find the most valuable, 52% of respondents ranked unlimited PTO high on their benefits wishlist, along with remote work and tuition reimbursement for professional development.

If offering the benefit makes your HR department nervous, it shouldn’t. Here’s why.

  • It’s important. Having unlimited time off isn’t just about taking extended vacations. Having extra PTO gives employees a sense of control over their lives — where they get to decide when and how to spend their time. Whether it’s for professional development or taking time to volunteer for a cause of their choice, an unlimited plan can help employees achieve a better work-life balance.
  • It costs less. According to a 2018 study by Namely, employees with unlimited vacation plans took an average of only 13 days off per year. In contrast, employees with traditional plans took an average of 15 days. Furthermore, depending on which state and how your unlimited PTO policy is structured, your company could avoid paying for unused days because it can be challenging to define how many days have indeed been “accrued.”
  • It attracts talent. Looking to attract top talent? Consider how an unlimited PTO policy can help your company stand out. Beyond the “unlimited” aspect, the popular benefit offers a level of flexibility and autonomy people crave, especially against the backdrop of the COVID-19 pandemic. It also signals your company’s willingness to adopt modern policies and prioritize employee satisfaction.

What’s Ahead for HR Leaders

As we transition to a post-pandemic era, it’s clear that employees don’t want more of the same. They want flexibility, to feel valued, and to explore the limits of their potential.

For HR leaders, recruiting and retaining top talent means curating a competitive benefits package that looks beyond compensation and health insurance, and focuses instead on their employees’ total well-being, both inside and outside of work.

What that might look like will depend on the employer and the needs of its workforce, but the cultural shift to a more holistic approach creates a compelling case for attracting and retaining talented employees.

The nature of work is changing. Why should employee benefit plans stay the same?

Announcing the 2021 Employee Benefits Insights Report

Announcing the 2021 Employee Benefits Insights Report

I’m thrilled to announce the launch of the 2021 HealthJoy Employee Benefits Insights Report.

The report reveals responses from over 1,000 consumers with employer-sponsored benefits, including employees, spouses, and dependent children. It opens a window into how their understanding, perceptions, and priorities have changed over this most challenging year.

The 2021 Employee Benefits Insights Report is HealthJoy’s most extensive research report to date, and we believe it comes at a critical time for employers. The 2021 Employee Benefits Insights Survey ran in March. At that time, excitement was building for a vaccine-fueled reopening, buoying the job market. Yet employees were also weighed down by lingering uncertainty about the pandemic, fears about their health, and ever-present discomfort with our healthcare system. Our survey sought to gauge what respondents thought of healthcare and benefits now while uncovering what they hope for in the future.

employee benefits insights report download image

The consumers we surveyed told us that the last year had changed how they view their benefits and made clear what they want most. Their most-wished-for perks, like work-from-anywhere policies, reveal a growing desire to experience flexibility in a changing workplace.

They also revealed that they are struggling to navigate the healthcare system on the heels of a national health crisis. Many reported delaying care, being confused by medical bills, and worrying about costs. Worryingly, they reported uncertainty about critical employee benefits such as telemedicine and EAP.
The survey indicates that:

Employees are putting off care because they don’t understand their benefits:

  • 79% are worried about the costs of healthcare
  • 40% reported avoiding services because they weren’t sure about costs.
  • 29% avoided taking medication as prescribed because they don’t know what was covered.

There’s a gap between real and perceived benefits understanding:

  • 92% of employees say they understand their benefits at least somewhat well, despite delaying care.
  • 31% weren’t sure whether they had access to an EAP; 17% were unsure about telemedicine.

Employee benefits will continue to be crucial for employee retention and satisfaction as the job market expands.

  • 47% say they’re satisfied with their benefits, and they contribute to job satisfaction
  • 56% agreed the pandemic caused them to place greater importance on benefits.
a pie chart showing how the pandemic changed employee attitudes about their benefits

The world of work experienced tectonic shifts over the last year, but helping our people thrive will always come first. We hope this report aids industry leaders and decision-makers as they shape the next era of employee healthcare and benefits. Armed with insights from the Employee Benefits Insights Report, HR teams can prioritize the changes employees want and need most, now and in the future.

Download the full report here, and join me in two weeks, on May 5, as I host an exclusive webinar about our findings.

Justin Holland Headshot
Webinar
Exploring Findings from HealthJoy’s 2021 Employee Benefits Insights Report

Join our Founder and CEO, Justin Holland, as he breaks down our findings and shares exclusive commentary and unique perspectives on HealthJoy’s 2021 Employee Benefit Insights Report.

HealthJoy Accelerates Your Cost-Containment Strategy

HealthJoy Accelerates Your Cost-Containment Strategy

This post was originally published in September 2019. It was updated in April 2021

Employer healthcare costs climb every year. For individuals, the stakes are perhaps even higher. Consider that medical bills drive half of all debt in the U.S., and that prescription drug costs increased 33% between 2014 and 2020, far more than for any other good or service.

With so much of the cost of healthcare in the hands of employees, developing a cost-containment strategy is a moving target. Yet we know it’s one of the tactics on which employers rely to drive down plan costs and improve the employee experience. No matter what strategies you and your broker are pondering, you’ve probably noticed: cost-containment ideas don’t necessarily translate to savings.

In this post, we’ll review most standard healthcare cost-containment techniques used by HR teams. We’ll also explore how HealthJoy’s benefits experience platform can accelerate your strategy and push you from the idea phase to one where you, and your employees, realize real savings.

Price transparency

Given a choice between two gas stations, can you imagine filling up at the more expensive one? We can’t, either. Employees would love to choose the most inexpensive option for their MRI, primary care visit, or annual physical. Unfortunately, medical procedure pricing isn’t as easy to compare as fuel. Even employees who want to find an inexpensive option might give up when they hit a confusing website or health plan dead-end. That can mean a higher copay for them and increased costs for your company.

Price transparency is key to making cost containment a reality. And we know that matters to you: According to our 2020 State of the Benefits Experience Survey, nearly 60% of employers said “creating better healthcare consumers” was their top cost-containment strategy.

We make it easier to achieve this goal with simple, clear, year-round member communications that emphasize transparent pricing. Say an individual member needs to find an inexpensive MRI in their city. Our live concierges will research the highest quality providers, identify a fair price in their area, then send members a breakdown of the cost at various providers.

Our year-round member communications encourage employees to take advantage of provider or procedure search whenever they need to seek care. These communications help them understand that finding a fair-priced provider isn’t just a matter of taking their doctor’s recommendation, but it doesn’t have to be complicated, either.

Health care costs will never be as transparent as pricing at the corner gas station. With HealthJoy on hand, employees can easily find the care they need at the right price and learn a thing or two about price transparency along the way. That’s how we finally create better healthcare consumers, together.

Onsite clinics

We know that encouraging employees to shop for healthcare is an excellent cost-containment strategy — but it can require employees to put in extra work. Onsite clinics let employers lower barriers to access and can allow an employee to leap the hurdle of searching for care altogether.

These all-in-one wellness centers typically offer a lower price for acute and primary care services and might also simplify access to weight- loss programs, mental health services, and condition management. They keep preventive medicine top-of-mind for employees, making it easier to stay healthy, manage their chronic illnesses more effectively, and save time.

The investment for an onsite clinic can pay off in increased productivity and lower rates of absenteeism. A 2015 survey by the National Association of Worksite Health Centers polled 255 employers with onsite clinics and found that 64% reported a reduction in medical care costs. Despite the pandemic, 61% of employers planned to keep or implement on-site clinic programs in the years ahead, according to The Business Group on Health.

HealthJoy works alongside your onsite clinic to increase utilization. Our benefits wallet integrates with clinic benefits to remind users of this option every time they open the app. Year-round education from our virtual assistant JOY works even harder to keep your clinic top-of-mind. We can also send results from a HealthJoy telemedicine consultation to an onsite clinic for a seamless follow-up experience.

Telemedicine

Telemedicine saw a resurgence during the pandemic. In our January pulse survey, 75% of employees said they never used telemedicine prior to COVID-19, but more than one-third (35%) of those same respondents report they have used it since. Overall, 59% of the employees we surveyed said at least one person in their household had used telemedicine since the start of COVID-19.

That’s great news for cost containment, because like onsite clinics, virtual healthcare solutions allow employees to avoid expensive claims, spend fewer hours at the doctor, and sidestep unnecessary spending.

A 2015 study from the American Journal of Managed Care estimated that it takes 121 minutes, inclusive of travel time and visit time, each time someone seeks care. If you consider that Americans, on average, earn around $30 per hour in 2021, that can mean a productivity savings of $60 or more per telemedicine visit.

HealthJoy’s telemedicine solution can usually facilitate a screen-to-screen meeting with a medical professional for our members in less than 30 minutes.

Most basic telemedicine vendors can help clients achieve a break-even ROI, but with higher utilization, you might see savings of 10-20x more. Our live concierges redirect members to telemedicine when appropriate, and communications from our virtual assistant, JOY, ensure they’re aware of their benefit.

With higher telemedicine utilization, HealthJoy allows you to add the ease of automation to your cost-containment efforts.

Case-management services

As our population ages and chronic illness rates increase, case-management services offer a way to bridge gaps in care. Case managers help patients navigate the healthcare system and get the care they need to be comfortable. When that navigation includes finding lower-cost medications, avoiding unnecessary procedures, and managing symptoms, it can also spell plan savings for employers.

Though case-management services might require an investment, they can also yield significant savings —especially when you consider that impaired performance from chronic illness costs employers an estimated $198 billion per year. Cancer, HIV, and cardiovascular disease, conditions that are commonly addressed by case-management services, are expected to continue as leading drivers of employer healthcare costs in the years to come.

Self-funded clients can benefit from HealthJoy TPA+, an elevated HealthJoy service level that enhances proactive outreach capabilities through seamless integration with your TPA. We help increase case management utilization through communications from JOY and our concierge team, reminding members through the app that support is only a call away.

EAP

Untreated mental health conditions are a huge driver of healthcare costs. For one thing, employees struggling with mental and emotional stress tend to miss work. When they are present, they’re distracted and less productive. One report estimates that depression and anxiety cause a loss of $1 trillion in productivity per year. That number doesn’t factor in employees experiencing marital stress, family issues, addiction, or grief.

Employee Assistance Programs, or EAPs, offer cost-effective solutions to help workers proactively tackle life’s stressors. Resources are typically limited in scope, but in many cases can be just as effective as long-term or broader solutions.

A short-term counseling EAP solution, for example, might offer employees six targeted counseling sessions to help them cope after a divorce. Short-term counseling can improve presenteeism, absenteeism, and productivity markedly over a short period.

The ROI on an EAP depends on utilization. Since we know that employees often don’t use their EAPs, generating awareness and centralizing the benefits experience is essential. HealthJoy makes this process simple, with communications that keep employees engaged and educated about their benefits year-round.

 

Reference-based pricing

Reference-based pricing (RBP) is slowly growing in popularity as a way to manage healthcare costs. But without proper education, it can create financial stress and confusion for employees, not to mention considerable headaches for HR.

In RBP, the employer sets a maximum amount they will reimburse for certain medical services. Whereas traditional network agreements rely on a discount off billed charges, RBP reprices claims based on fair market pricing (usually Medicare plus an additional profit margin).

Implementing an RBP strategy can be tricky. Even when guided to appropriate providers, employees can end up with a bill for the amount between the reimbursement maximum and the provider’s charge. This practice is known as “balance billing.” The financial stress of several thousands of dollars of unpaid medical bills can impact productivity as well as the employees’ perception of their benefits and the company as a whole. 

HealthJoy makes this cost-containment strategy simpler. From the moment an employee logs into the HealthJoy app, our virtual assistant, JOY, helps them make sense of the cost-sharing related to reference-based pricing. If employees have questions beyond what JOY can handle, one of our healthcare concierge team members joins the chat to explain more complex concepts.

HealthJoy stays top-of-mind with both a physical and digital presence, reducing the risk of unnecessary spending and surprise medical bills and helping ensure RBP works for employers and employees.

Accelerate your cost-containment strategies for HR

Whether your goal is to improve employee health outcomes, address cost-containment, or give employees more of the benefits they want, you’ll want to consider costs. But tossing out ideas and successfully implementing a cost-containment strategy are two very different things.

Luckily, with a simple, smart platform on your side, cost containment can be straightforward for employees. It may even be possible to bring them along for the ride, effectively creating better healthcare consumers while helping them live healthier, happier lives.

Why Employees Don’t Use Your EAP Program

Why Employees Don’t Use Your EAP Program

This post was originally published in September 2019. It was updated in April 2021.

Employee Assistance Programs (EAPs) are a great tool to promote employee wellness. They offer third-party counseling services to help employees navigate challenging life situations that affect their personal and professional lives. Although there are clear benefits to an EAP program, employees rarely take advantage of this resource.

In this post, we’ll try to understand this concerning trend and share tips on what you can do to improve adoption. But first, let’s take a closer look at what types of services EAPs offer.

What Exactly Do EAP Programs Include?

An EAP program is an employer-sponsored benefit typically offered to employees and their families. From relationship issues and legal challenges to substance abuse and financial concerns, EAPs are strictly confidential and intended to help your people manage their personal problems effectively, so they don’t carry over into the workplace.

Studies show EAP services are a great way to increase employee productivity, happiness, and wellness. They deliver a $6.47 return on investment for every $1 spent. It’s likely why 75% to 95% of organizations offer an EAP.

Employee Assistance Program Guide

EAPs are often buried in a benefits booklet and ignored. Here, we’ll share our best tips for helping employees navigate life with the help of your EAP.

Why Employees Ignore Their EAP Program

Unfortunately, despite their prominence, EAP utilization rates remain low. The Washington, D.C.-based National Business Group on Health found median utilization to be around 5.5%.

Why is this the case? Let’s examine a few reasons why your employees may not be taking advantage of this great resource.

Lack of Program Education

If you’ve never heard of an Employee Assistance Program before reading this post, you’re not alone. EAPs suffer from an education problem. As a result, employees who aren’t familiar are less likely to use the service.

Many employees might still perceive EAPs as only for people with mental health issues or substance abuse problems. This misinformation can lead people to infer the program isn’t for them.

While initially created to address such concerns, today’s EAP service offerings are much more diverse. Here are a few ways to better inform your employees about EAPs:

  • Invest in education before launching an EAP Program. If you’re thinking about introducing an EAP at your company, inform employees ahead of time. You can host webinars or lunch-and-learns about the program to give everyone a sense of the support services that will be available and whether it’s of any interest to them.
  • Ask your EAP provider to come into the office and present. This presentation should focus on topics that resonate with your employees — for instance, discussing services for mental health management, loss of a family member, or legal issues.
  • Create physical and digital FAQs. Employees might feel uncomfortable asking your human resource rep questions about EAPs, so proactively providing materials with answers to frequently asked questions can help. They can return to this resource before and after your EAP launches.

Lack of Awareness

EAPs also suffer from an awareness problem. Even if an employer offers an EAP program, most employees don’t know it exists. There are several reasons why this lack of awareness might happen.

Human resource teams might not be doing enough to make this benefit visible. Or company leaders aren’t aware of the benefit and therefore can’t recommend it to employees. Whatever is creating the gap, consider the following to bolster awareness:

  • Include EAPs as part of your open enrollment communications. Don’t just lump the program in with your wellness benefit information in your open enrollment materials. Instead, explicitly state that your company has an EAP. Then explain what assistance programs are available.
  • Promote year-round. Just as you would with other benefits, be sure to promote the EAP throughout the year, not just during open enrollment season. That way, EAPs stay top of mind for employees.
  • Offer a training session for all managers. Most managers are in the same boat as other employees: They don’t know that EAPs exist. However, if you create opportunities for company leaders to get familiar with the benefit, they can serve as internal advocates for the program. This can play a significant role in raising overall awareness among employees.

Associated Stigmas

Sadly, many employees don’t utilize EAPs because they’re worried about the associated stigmas.

Perhaps they’re ashamed that they’re experiencing personal issues like a divorce or dealing with a substance abuse problem. Or they feel embarrassed by their mental health struggles. Men, in particular, are prone to this, which is probably why 60% of employees who use EAP services are female.

To break down any stigmas surrounding EAPs, you can try:

  • Creating a culture of openness. When employees fear stigma in the workplace, it’s because they’re nervous about how they’re going to be perceived. Creating a culture of open-mindedness will help employees feel more comfortable being themselves. You can start by openly discussing tough topics like mental health and finances. By doing so, you acknowledge that these are obstacles everyone faces. While a culture change won’t happen overnight, it’s a mighty goal toward which to work.
  • Having company leaders share their personal experiences. One way to create a culture of openness is by encouraging vulnerability — especially among company leaders. Have the leadership team share their battles with mental health. Or encourage managers to share their struggles with work-life balance. Simple actions can make employees feel less alone and ashamed about their experiences.

Fear of Confidentiality Issues

Many employees have the misconception that counselors will share their sessions with their employers, but that’s not the case.

EAP services are strictly confidential. The only exception is if employees indicate wanting to harm themselves or others. In that case, the therapist or counselor has a responsibility to report it to the appropriate people.

Address apprehension around confidentiality by:

  • Making sure employees understand that there are privacy laws in place. Many people aren’t aware of fundamental laws that protect their confidentiality. It’s not just a verbal promise. Let them know that, legally, there aren’t any reports that come back to the company. There’s also no external record of their EAP program usage.
  • Including it in all materials and communication. Have these confidentiality laws visible across all channels. They can live anywhere in the workplace — from the kitchen to email communications and handouts. Make employee access to this information effortless, so they don’t have to ask HR for it.
  • Building trust with your employees. Above all, focus on building a trusting relationship with your team. If your employees believe leadership has their best interests in mind, that trust will likely extend to other realms.

Read our post “Building Trust in Your Benefits” for more.

Misunderstanding of Cost

Another barrier to using EAPs could be the overall confusion surrounding cost. Many EAP services have a healthcare component, so employees might assume they’re responsible for a copay or deductible.

This misconception could deter employees from seeking much-needed support. To be clear, EAP counseling services are free to employees and entirely covered by the employer.

You can clarify cost concerns by:

  • Separating EAP services from other healthcare benefits. Otherwise, employees may assume that the EAP falls under their health insurance. Keeping EAP separate from health insurance in internal communications, like your benefits booklet, makes it clear there are no associated costs with this program.
  • Highlighting free services. EAP counselors are equipped to deal with categories of problems that many health plans won’t cover. It’s a massive benefit for people interested in counseling services but who may be deterred by the cost. Emphasize that EAPs are a great and convenient alternative to seeking expensive providers outside of the program.

Hesitation Around Asking for Permission

Another misconception about EAPs is that employees have to ask HR for permission to use the services. Or that they need their managers to sign off on it. Again, this isn’t true! Employees may access EAPs at their convenience.

Most of the time, it’s as simple as making a phone call to an EAP provider and scheduling an appointment. And depending on your provider, you can opt for a virtual consultation, in-person visit at their office, or a consult over the phone. Some counselors will even meet you at your office. Your employees may decide all of this without HR involvement.

To make it clear that employees don’t need to ask for permission, you should:

  • Make instructions clear. In any EAP materials or communication, highlight the fact that employees can access these services when they want. No manager or HR permissions are required. The more places you can make these instructions visible, the better.
  • Provide easy access. If your employee knows exactly how to access your EAP services, they’re less likely to feel the need to ask for permission. On the flip side, if it’s difficult to access an EAP program, employees might feel like they have to ask HR for assistance. The extra step could cause them to forgo the assistance programs entirely. This leads us to our next point …

Lack of Centralized Benefits

Finally, it’s crucial to centralize all your benefits by designing a seamless benefits experience. Convenience is king, so if you scatter benefits information across multiple places, employees are unlikely to use it. Don’t let that be the case. Make resources easily accessible in one location.

Some other ways to centralize benefits also include:

  • Picking the right vendor. Choosing the right partner is critical to centralizing your benefits. Select a vendor that can easily integrate with your existing portals. Also, look for a user-friendly interface that won’t be difficult for your HR team to manage. And be sure to ask the vendor how they’ll support you through open enrollment and beyond.
  • Looking for examples in the consumer space. Not sure how a seamless benefits experience should look? Think about some of the consumer-friendly services you use every day. Examples include Amazon, Netflix, or Yelp. Consider what makes these experiences so enjoyable. Then mirror some of those characteristics in your benefits experience.

An employee assistance program can be a truly remarkable tool for your workforce. Getting employees to use your EAPs could simply be a matter of examining why these services’ utilization is so low. Then it’s all about taking action to combat the trend.

Invest in a few steps to start — such as education and making EAP services easy to access — and you’ll eventually see an uptick in usage. As a result, you’ll have employees who feel empowered to better manage their personal and professional lives, thus boosting your organization’s performance and productivity.

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gform-body'><ul id='gform_fields_12' class='gform_fields top_label form_sublabel_below description_below'><li id="field_12_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_12_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_12_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_12_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_12_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_12_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_12_5' 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<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_1' > <div class='gform_heading'> <h3 class="gform_title">State of the Benefits Survey eBook - 1-Col</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_1' action='/blog/2021/04/' > <div class='gform_body gform-body'><ul id='gform_fields_1' class='gform_fields top_label form_sublabel_below description_below'><li id="field_1_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_1_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_1_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_1_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_1_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_1_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_1_7" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_1_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_1' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_1"]){return false;} window["gf_submitting_1"]=true; 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<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_9' > <div class='gform_heading'> <h3 class="gform_title">10 Benefits Presentation Tips from TED Talks eBook - 2-Col (Pop-up)</h3> <span class='gform_description'></span> </div><form method='post' enctype='multipart/form-data' id='gform_9' action='/blog/2021/04/' > <div class='gform_body gform-body'><ul id='gform_fields_9' class='gform_fields top_label form_sublabel_below description_below'><li id="field_9_8" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_9_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_9" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_9_9' type='text' value='' class='medium' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_4" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_9_4' type='text' value='' class='medium' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_5" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_5' >Company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_9_5' type='text' value='' class='medium' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_10" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_10' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_10' id='input_9_10' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_9_7" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_7' >What Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_9_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>What Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_9' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; 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