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Haley started at LifeCare as a Backup Care specialist, and after several years, grew into her role as a lead with the Adult and Eldercare team. Before joining LifeCare, she worked as a preschool teacher and has a bachelor’s degree in Psychology from Southern Connecticut State University with a concentration in mental health. Haley lives in Beacon Falls, CT with her husband, their dog Una and cat Mooshka. In her free time, she enjoys going on hikes, riding motorcycles, playing Frisbee with Una, hanging with family and friends and traveling as much as she can.

Q: What is your leadership style?
A: My leadership style is a supportive model. I like to listen to ideas and suggestions, while working together to find solutions. I want to be able to give my team as many opportunities as I can for them to shine. I like to talk things through to determine the situation and together decide the best course of action. I want my team to know I am there, to listen, to guide and encourage.

Q: What traits help someone be a successful part of the team?
A: In adult care, the traits that help someone be successful are commitment, flexibility, always being ready to help, supportive and respectful of others and of course a sense of humor.

Q: What are some memorable cases you’ve assisted your team members with?
A: Wow, this is a tough one – there have been so many cases! One request I specifically remember was for a member looking for a manicure/pedicure service to come to her loved one’s home. We were able to find multiple providers that offered that service in the loved one’s area.

Q: What is the best part of your job?
A: The people I work with! No matter the type of day I am having it’s always nice to know I have the support of my peers. It’s also knowing that everyday we’re making a difference in the lives of our members and their families.

Q: What advice would you give to someone who doesn’t know how LifeCare can help them?
A: I’d tell them we are here for all life events. Whether they need child care, adult care or planning a trip, and everything in between. We are here every step of the way. I always like to say, “Whatever you need, there is a chance we can help you find it and if we can’t find it we will find a program that can”.

Q: In your opinion, what makes your team so special?
A: The thing that makes my team so special are the people! Every day in adult care we deal with difficult cases/requests. Our loved ones are aging and there are so many different things to navigate and understand. I am honestly in awe of my specialists and researchers. From the specialists who answer each of their calls with the same amount of compassion and empathy as the one before it. Then the researchers searching for the needs of each member like it was their own loved one looking for help. We also all have a good relationship and get along really well. I think knowing we are here for each other and our members is an important part of why our team is so successful.

Stay tuned every month for a new feature on our industry-leading, talented team of employees. If you’d like to learn more about how we can support your employees, contact us here or call us at (866) 675-3751.

In a matter of months, the COVID-19 pandemic completely changed our world, affecting the workforce in unprecedented ways. As the virus dramatically impacted the global economy, employees found themselves with feelings of financial strain, insecurity and concern for their financial future. This only added to what was already one of the number one stressors according to American Psychological Association’s Stress in America Survey, with 60% of Americans reporting money as a significant source of stress.

MetLife’s Employee Benefit Trends Study states that in a post COVID-19 world, the “new normal” calls for enhanced employee financial wellness for better management of work-life stress. 55% of employees who struggle are expected to postpone their retirement due to their financial situation. Plus, 52% of employees said they are concerned about their financial health in the wake of the pandemic. Employees with poor financial health also rated their mental, social and physical health significantly lower than the average.

A PWC recent survey also notes that in 2020, employers need to recognize the economic realities of COVID-19 and understand the important role they can play in helping reduce financial difficulties and stress their employees will likely encounter. Employees will need objective guidance as they recover financially and strive to protect themselves from future financial issues, and employers have a unique opportunity to help.

However, the impact of financial wellness doesn’t stop with employees. Employers will often feel the effects of their workforces’ financial strain, from losses in productivity to losses in talent. In fact, U.S. businesses are losing $500 billion a year because of employees’ personal financial stress, according to Salary Finance. In a recent survey from Prudential Financial, nearly three-quarters of respondents said programs such as financial wellness tools are a big reason they would stay at a job, up dramatically from a year ago.

The Bank of America Merrill Lynch Workplace Benefits Report found that employees are spending a median of 100 hours at work per year on personal financial matters, while PwC’s Employee Financial Wellness Survey found that financial stress is a major productivity disruption with one-third of employees saying they’re distracted by finances while at work. Additionally, 78% of employees that are stressed about finances said they’re more likely to be attracted to employers who offer financial wellness benefits.

Furthermore, we are seeing firsthand the increased demand from employees for financial guidance. In a recent survey of our members, more than half said their stress has increased surrounding their finances related to the pandemic.

Cleary, employees have never needed financial guidance more, and they turning to their employers’ benefit programs seeking help and reassurance. Many employers are responding by offering employees access to free services that provide knowledge and support. Here are just a few programs to consider.

Financial Wellness Programs
These programs are crucial to help improve employees’ financial literacy, offering personalized guidance for their unique financial situation. Now more than ever it’s vital that employees receive the financial wellness guidance and tools that can help them make the most of their money today, prepare for the impacts of hard times and plan for a secure financial future.

Employee Discounts
As employees face financial struggles brought on by the pandemic, offering employees an easy to access, complimentary discount program that can help them save on the things they need now, including school supplies, electronics, groceries, meal delivery, child care, home office equipment, and more, is a great way employers can alleviate some of their financial burden.

Ongoing Financial Support
Researching solutions for all of these unique financial needs is time-consuming, no doubt impacting employees’ focus at work. Plus, having to locate resources and information can be challenging and confusing. Offering ongoing care financial support programs where a team of experts do the research, refer solutions and provide on-demand online resources and tools, will save employees stress, money and time.

Care Subsidy Administration
Understanding the new child care demand on employees, many forward-thinking employers are offering relief for employees, but can then be burdened by implementing and running the program functions. Subsidy administration programs can help you manage and administer any financial relief you may be offering to working parents, saving your team time and stress.

It’s evident that now more than ever, receiving financial guidance employee benefits is vital for employees to help them improve their financial wellness so they can reach both short and long term financial goals. LifeCare’s high-impact financial support services are designed to empower employees by increasing their financial literacy and reducing stress. To learn more about how we can help you offer a customized financial wellness program contact us here or call us at (866) 675-3751.

At LifeCare we’re dedicated to providing our members with essential support to help manage their work-life challenges so they can live engaged, productive lives and get the most out of every day. Here’s just a sample of the feedback we’ve received from members this month.

November is National Family Caregivers Month, and this year it’s a good time to address the new realities family caregivers face with their loved ones. A growing number of employees are caring for aging loved ones while working full time. The pandemic has presented even more challenges for caregivers, and they are looking to their employers for support.

According to their most recent report, the AARP and National Alliance for Caregiving (NAC) found that as of 2020, more than 47 million Americans are providing unpaid adult care. That’s an increase of over 8 million caregivers since 2015, with nearly one in five people identifying as an adult caregiver.

The AARP and NAC report notes that this data suggests many caregivers may be taking on this role without adequate and affordable services and supports in place. With all the challenges caregiving presents under normal circumstances, the COVID-19 pandemic has only accentuated the struggles caregivers normally shoulder.

Shockingly, a Harvard Business School study found that many employers aren’t aware of how much caregiving responsibilities are impacting their workforce’s productivity, retention and costs. Only 24% of employers surveyed said caregiving affected employee performance compared to 80% of employees who said it impacted their productivity.

Additionally, the same report found 78% of employees who care for loved ones indicate that caregiver referral services are a “very important” factor in their decision to stay with an employer, yet, only 38% of employers thought these services effectively retain employees.

Furthermore, another AARP report found that lost productivity due to employee caregiving costs employers $33.6 billion per year. They also found that employees were leaving their positions due to caregiving responsibilities, which increased turnover costs. And those who stayed on the job experienced higher rates of absenteeism and presenteeism.

Employers can offer employee support programs to help reduce caregiver stress and also decrease the negative impact that caregiving can have on productivity and costs. Here are some caregiver support programs to consider.

Senior Care Information & Referral Services
As noted above, 78% of caregiving employees indicate that referral services are “very important” to their retention. The most effective caregiver referral services will go beyond simply offering confirmed referrals to providers nationwide, your employees also should have 24/7 access to expert guidance from bachelor- and master-level specialists who can help them choose the most appropriate providers, answer their questions, and share helpful educational materials. A variety of online tools, interactive content, informative webinars, and other resources should also be available to employees. Some referral services, such as LifeCare’s, even provide a discount shopping platform that saves employees money on purchases of caregiving-related products and services.

Senior Caregiver Support Programs
Given the growth of the nation’s aging population and the resulting rise in the number of family caregivers, a high-quality senior care management program provides an array of invaluable support services to employees who care for older parents, spouses, family members and friends. These services include in-person assessments of elders, detailed care recommendations, 24/7 telephonic and online access to experienced senior care specialists who can help employees navigate their personal caregiving journey, ultimately helping them stay focused and productive at work.

Backup Care
Employees who care for aging loved ones often miss work due to breakdowns in their regular senior care arrangements. A high quality backup care program keeps your organization’s caregivers from having to take time off, and it saves them from the stress of scrambling to find reliable alternate care at the last minute. Positive organizational benefits of backup care include reduced absenteeism and presenteeism, improved productivity and engagement and better health for your family caregivers.

Self-Care Resources for Caregivers
The stress and challenges of caregiving can take its toll on your employees, increasing the risk of medical and mental health problems. Employers can help employees better manage stress by offering access to wellness and emotional health information and referrals. It’s also important that employers offer Employee Assistance Programs so employees have somewhere to turn to help manage these emotions.

While a lot is changing and caregiving is clearly becoming more complicated, employers can provide employee benefits that remain a consistent source of support that employees can rely on to remove some of the burdens they face, and in turn, improve productivity, engagement and retention.

LifeCare’s senior support services are specifically designed to provide caregiving employees with expert guidance and resources during a time that can be confusing and challenging. If you’d like to learn about how we can help you implement some of these support programs, contact us or call us at 866-675-3751.

Christine started at Lifecare in October 2013 as a Parenting and Education Specialist and was promoted to the Team Lead of Parenting and Education in September 2016. Then, in January 2018, Christine took over managing the LifeCare Backup Care team. Prior to joining LifeCare, she worked in child care for over 15 years. In her free time, Christine enjoys spending time at the beach or camping with her husband and two children.

Q: What is your leadership style?
A: I put my team first and work to build a connection with each member of my team. I know that everyone receives feedback and coaching differently, so I adjust my style and approach based on what works for each team member.

Q: What team accomplishment are you most proud of?
A: I am proud of the Backup Care team on a regular basis. They continue to amaze me with the way that they help our members each and every day. Most of all, I am proud of the way they come together and work to ensure our members get exactly what they need.

Q: What are your goals for your team?
A: Provide support, education and great customer service to each member we assist. Increase case efficiencies to provide more timely service to our members. Be supportive of each other.

Q: What traits help someone be a successful part of your team?
A: To be successful in Backup Care you must be a critical thinker, have good problem-solving skills and be very detail oriented. Most importantly, you have to be personable and be able to actively listen to each member’s needs.

Q: What are some memorable cases you’ve assisted your team members with?
A: There is one specific case that I worked on as a Parenting and Education specialist that I will never forget. The member called in looking for after school care for her three children. She was in a domestic violence situation and was getting everything in order to be able to get out of her current situation. I was touched by the member’s strength and how important it was for her to get herself and her children out of that situation. We were able to provide the member with a few care options that had availability for her children in their after-school program. I was so grateful to be able to help.

The majority of the Backup Care cases that stand out in my mind are those where we really helped our members in need. An example is finding last minute care for their children when their regular center closed due to power outage from a hurricane.

Q: What is the best part of your job?
A: The people I work with. I have learned and grown so much in this job and at LifeCare, and it’s because of the people that I am surrounded by. Everyone works great together and is supportive of each other.

Q: What advice would you give to someone who doesn’t know how LifeCare can help them?
A: LifeCare is more than just an employee benefit program. We have supportive, caring customer services representatives who truly care and are dedicated to helping you find a solution for your needs.

Q: In your opinion, what makes your team so special?
A: My team is so special because they really love what they do. The Backup Care specialists have a passion for helping others and show that in the work they do every day. I am very proud of each and every one of them.

Stay tuned every month for a new feature on our industry-leading, talented team of employees. If you’d like to learn more about how we can support your employees, contact us here or call us at (866) 675-3751.

As working parent challenges continue to stack up, this unprecedented school year has added even more. With schools trying to navigate how to educate students safely, parents are challenged with tough decisions, hectic schedules and added academic burdens, all while continuing to juggle their professional responsibilities, making employee school year support critical.

A Country Financial survey found that parents with children 17 or younger are facing new expenses and tough decisions this year. More than half of parents said they’re experiencing additional financial concerns as a result of the pandemic, including increased child care, food and new technology costs.

Additionally, due to changes in school or child care options, the Country Financial survey found that 21% of parents have reduced or changed their work hours to stay home with their kids, while 19% said they’re relying on family or friends to assist with child care.

The 2020 Deloitte back-to-school survey found COVID-19 has elevated parents’ concerns around health, finance and the quality of education that students received this spring. Nationally, 66% of parents said they are anxious about sending their children back to school because of COVID-19.

The Deloitte survey also showed 51% of parents are spending more on internet-based learning resources YoY, such as virtual tutors, subscriptions to e-learning platforms and online classes. Due to the disruptions in learning during the spring, 57% felt their children are not academically ready for the next grade. Concerned that students will fall behind caused 51% of parents to increase spend on virtual learning tools.

It’s clear that this school year is making working parents’ lives more difficult, possibly impacting productivity, morale and retention. With that in mind, many forward-thinking employers are implementing employee benefit programs to help their workforce navigate these challenges, including:

Online Tutoring & Academic Resources
To help ease some of the educational burden that has been hefted onto working parents nationwide, employers can provide access to online academic programs that offer on-demand access to expert professional tutors and resources. Additionally, this support can help ease the stress and struggle many parents are experiencing as they are tasked with helping their children learn. In fact, we’ve seen a 600% increase in requests for LifeCare specialists to assist in finding tutoring agencies and a doubling of clients providing their employees with Homework Connection, LifeCare’s service that provides personalized access to professional, live tutors and academic tools.

Backup Child Care
Offering company subsidized backup care as regular care plans are disrupted will help working parents bridge care gaps and remain focused and productive while working, knowing their children are being cared for by either trusted caregivers they know or vetted care providers. We’ve seen many of our clients rely heavily on this program during this time, with a 600% increase in utilization. We’ve also seen clients either increase their available care allotment or implement a new program entirely. In recent months we’ve seen an 83% increase for our Backup Care Connection, a service providing temporary care solutions that help bridge care gaps that might arise throughout the school year.

Ongoing Care Support & Care Subsidy Administration
Researching solutions for all of these unique challenges is time-consuming, no doubt impacting employees’ focus at work. Furthermore, having to juggle schedules, drop-off and pickup times, finding and vetting various programs and their ongoing professional responsibilities can feel next to impossible for working parents. Offering Work-Life programs to do the time-consuming research will save employees stress, money and time.

Understanding the new child care demand on working parents, many employers have also begun offering financial relief for employees, but are then being burdened by implementing and running the program functions. Subsidy administration programs can help employers manage and administer this program, saving your team time and stress.

Emotional Health Support
In the face of all this demand and uncertainty, working parents may find themselves stretched too thin, experiencing increased stress levels, anxiety and emotional health concerns. That’s why it’s important that employers offer Employee Assistance Programs so employees have somewhere to turn to help manage these emotions. It’s also imperative to regularly share emotional health resources and information to help employees recognize if they have an issue and learn how to cope.

Financial Guidance
With finances being one of the top stressors for employees before the pandemic, with all the added expenses of this school year it’s vital that employees receive the financial wellness guidance and tools that can help them protect themselves and their loved ones from the impact of the pandemic, both in the long and short term. At LifeCare we’ve had a 100% increase in client demand for MoneySense, LifeCare’s financial literacy program that tailors its solutions to the member’s unique needs, resulting in it being offered to thousands of new users in August alone.

Employee Discounts
While parents are purchasing more for their students this year, offering employees an easy to access, complimentary discount program that can help them save on the things they need now, including school supplies, electronics, groceries, meal delivery, child care, home office equipment, and more, is a great way employers can alleviate some of their financial burden. In fact, we’ve seen a 300% increase in demand for learning and tutoring services offered through LifeCare’s, LifeMart employee discount shopping platform.

As we look forward to the months ahead, the LifeCare team has been proactively planning for the next chapter of challenges organizations and employees will face. We are aware that the current state is continuously changing, and our team is working diligently to stay abreast of the evolving trends and needs. Our programs are uniquely positioned to support members right now. To learn more about how we can support your organization and employees with a customized program, contact us here or call us at (866) 675-3751.

At LifeCare we’re dedicated to providing our members with essential support to help manage their work-life challenges so they can live engaged, productive lives and get the most out of every day. Here’s just a sample of the feedback we’ve received from members this month.

This year, and the unprecedented challenges that came with it, have made something very clear to organizations nationwide, employees need benefit programs to support them more than ever. In fact, a recent survey from Prudential Financial that questioned employees about their needs and perspectives found, among other things, that non-health benefits are playing a bigger role in their decision to stay at their current job or move to a new one.

“While we’re pleased to see workers increasingly recognize the value of a comprehensive, cohesive workplace benefits package, we also cannot ignore that this stems from the financial, physical and mental stressors of the pandemic,” said Leston Welsh, head of business segments for Prudential Group Insurance. “Given the uncertainty of the current environment, it’s more important than ever for employers to educate and encourage their employees to choose the solutions that will help safeguard their financial security—over the near and long term.”

One year ago, 2/3 of employees felt that benefits were an important part of their compensation, but this has jumped 10% in 2020. Nearly three-quarters of respondents said programs such as financial wellness tools are a big reason they would stay at a job, up dramatically from a year ago. Other findings in the survey include:

• 75% agreed that, “Due to the pandemic, I feel that access to benefits through an employer is now more important than ever before.”
• By more than a 2-to-1 margin, respondents said they would “be willing to take a chance on a new job right now if it offered better benefits.”
• 70% agreed that, “A person should be able to rely on their employer for more than just a paycheck, including to help take care of other financial, physical and mental needs.”

Furthermore, data from MetLife’s Employee Benefits Trend Study also revealed that when employers provide greater support to their employees, their employees are more successful. The study showed that the top drivers of productivity, engagement and loyalty are employee recognition, competitive compensation and a comprehensive benefits program. While 4 in 10 employees said their employer is currently not offering benefits or programs that help, 69% said having a wider array of benefits would increase loyalty to their employer.

As the pandemic has brought to light the importance of a robust employee benefit package, here are some high-impact employee benefit programs that can support your employees and their needs.

Backup Care
Offering company subsidized backup care as regular care plans are disrupted will help working parents and caregivers bridge care gaps and remain focused and productive while working, knowing their children and aging loved ones are being cared for by either trusted caregivers they know or vetted care providers.

Tutoring & Academic Resources
To help ease some of the educational burden that has been hefted onto working parents nationwide, employers can provide access to online academic programs that offer on-demand access to expert professional tutors and resources that can help families overcome educational challenges, and keep kids learning without falling behind academically.

Mental Health Support
In the face of all this change, uncertainty and frightening statistics, employees may be experiencing new and heightened levels of stress, anxiety and emotional health concerns. That’s why it’s important that employers offer Employee Assistance Programs to provide access to confidential counseling. It’s also imperative to share emotional health resources and information to help employees recognize if they have an issue and, if so, how to cope, recover and build their mental strength.

Financial Guidance
With finances being one of the top stressors for employees before the pandemic, now more than ever it’s vital that employees receive the financial wellness guidance and tools that can help them protect themselves and their loved ones from the impact of the pandemic, both in the long and short term.

Ongoing Care Support
Researching solutions for all of these unique challenges is time-consuming, no doubt impacting employees’ focus at work. Plus, having to juggle schedules, drop-off and pickup times, finding and vetting various programs and their ongoing professional responsibilities can feel next to impossible for working parents. Offering ongoing care support programs to do the time-consuming research will save employees stress, money and time.

Employee Discounts
As employees face financial struggles brought on by the pandemic, offering employees an easy to access, complimentary discount program that can help them save on the things they need now, including school supplies, electronics, groceries, meal delivery, child care, home office equipment, and more, is a great way employers can alleviate some of their financial burden.

Care Subsidy Administration
Understanding the new child care demand on employees, many forward-thinking employers are offering relief for employees, but can then be burdened by implementing and running the program functions. Subsidy administration programs can help you manage and administer any financial relief you may be offering to working parents, saving your team time and stress.

By offering high-impact employee benefits programs, employers can make major impacts on productivity, engagement and morale by removing some of the burdens their employees are managing. LifeCare’s services are uniquely designed to support the needs of employees with whatever they may be facing. If you’d like to learn about how we can help you implement some of these support programs contact us or call us at 866-675-3751.

Alexa graduated from Southern Connecticut State University in 2018 with her BA in Women’s Health. Before joining the LifeCare team as an Adult and Eldercare Specialist, she worked as a nursing assistant with mainly the geriatric population and continues to work part time as a private aide alternating weekends. She currently resides in New Haven where she enjoys gardening and reading in her hammock. Alexa likes to stay busy, loves traveling and has made a personal goal to visit two new places a year. So far, she has been to Costa Rica, Bahamas, Nicaragua, Canada, Mexico and 11 states.

Q: When a member calls, what is the first thing you ask?
A: I always start by introducing myself and asking for their name. I like to make the member feel comfortable and by using the members preferred title, it helps to make our conversation more personal.

Q: How do you approach each call?
A: With every call I try to think about how I can best support that member. Whether it’s looking into resources, education on senior care or just being a listening ear, I make sure that when we end the call, the member is reassured that they made the right decision to call LifeCare.

Q: What is your goal for each case?
A: My goal is that each member has the best experience possible.

Q: What are some memorable cases you’ve worked on?
A: I have had some very unique cases. I’ve researched topics such as ADHD coaches and handicapped sports equipment. I even recently helped a member who was visually impaired find specialized music lessons to learn to play the violin.

Q: What is the best part of your job?
A: I’d say getting to interact and connect with members. It’s amazing to be able to speak with people of different backgrounds and cultures nationwide. It’s enlightening to see that even though we are all so different there are so many similarities. The staff at Lifecare has also made this job one of the greatest I’ve ever had. They were so welcoming and warm to me, just like they are with every one of our members. They are always ready to offer a helping hand and provide support.

Q: How do you connect with the members you help?
A: Empathizing with them. A lot of our members are in difficult situations from caring for an aging loved one, dealing with a personal health crisis or assisting a disabled adult child. I try to make every call personal and listen to their concerns. I try to think, if I were on the other end of this line, what would I need to hear to feel comforted and supported? I love being able to build a relationship with members, share a laugh and exchanges of encouragement.

Q: What advice would you give to someone who doesn’t know if LifeCare can help them?
A: You don’t know until your try! A lot of members will start of calls by saying, “I don’t know if you can help me…”. I always respond by saying, “I’ll be happy to try” and then thank them for calling in. There is nothing wrong with needing, and asking for, help and that’s exactly what we are here for, to help!

Q: In your opinion, what makes your role/team so special?
A: Working in Adult and Eldercare is particularly rewarding. I feel that this is a generation that is often the most overlooked. It can be overwhelming to coordinate care or even accept that care is needed. There are a lot of complications and with the current health crisis, times seem bleak. Then a member thanks you for helping them or reaches out with a grateful feedback on the assistance we provided, and it warms my heart. I’m happy to be part of a company that provides hope when it is the most needed.

Stay tuned every month for a new feature on our industry-leading, talented team of employees. If you’d like to learn more about how we can support your employees, contact us here or call us at (866) 675-3751.

Like many other things this year, open enrollment season is going to look very different in 2020. Instead of in-person benefit fairs and company-wide meetings, Human Resources professionals will be forced to communicate their benefit programs in new and creative ways. This could present challenges and barriers to an already cumbersome, complicated and crucial initiative.

Forward thinking organizations understand the importance of their employee benefit offerings. As those offerings are key tools to attract and retain top talent, it’s no surprise the Bureau of Labor Statistics reported that benefits account for 30% to 38% of employers’ total compensation budgets.

Furthermore, if you’ve ever wondered how employees feel about their benefits, here are a few noteworthy insights from MetLife’s Employee Benefits Trend Study:

• 83% of employees said they would take a 3.6% pay cut for a better choice of benefits
• 62% of employees said benefits were an important reason they accepted a job
• 73% of employees said they believe the right benefits increase loyalty to their employer

And that was before the COVID-19 pandemic hit. In a recent survey by Prudential Financial to understand employee needs and perspectives ahead of the 2020 annual enrollment period, employed respondents overwhelmingly said their benefits programs make up a key part of their compensation (77%, up from 67% from a year ago) and are a big reason they would stay at a job (73% vs 59%).

Clearly, having the right benefits matter to employees – a lot. But this raises a question that continually vexes employers: if benefits matter so much, why do employees rarely utilize them to their full advantage? According to a Harris Poll, only 28% of American workers are very confident they’re using their benefits to their fullest potential.

The vast majority of employees need help in understanding the value of their benefits and putting them to use properly. When you add in all the new and unprecedented challenges employees are facing now, this year’s open enrollment season is more important than ever.

Benefit education is vital for employers to maximize utilization and ROI for these programs. Here are some ideas to help your organization communicate your employee benefit programs to the fullest.

Go Digital
In a socially distanced world, for most organizations traditional in-person benefits fairs aren’t a safe option. But you don’t have to forgo a benefits fair altogether during open enrollment. Many employers are taking the experience virtual, utilizing platforms that have become the new normal to gather and educate employees. There are even platforms to support these events in a central digital hub where communications can be posted, employees can browse through various benefits at their leisure, and forums offer the chance to answer questions – potentially even encouraging education where employees might not have sought answers in-person. These virtual events also have the added value of metrics, from clicks and engagement to downloads and more, these insights can help drive how you plan and communicate your benefit offerings for years to come.

It’s also time to embrace electronic communications. While a long tradition of printed benefit packets during open enrollment is common, this year employers need to focus on emails, intranet postings and any other digital means necessary. An advantage of this medium is employees can visit and revisit as needed, long after a printed flyer might have gotten lost or tossed.

Some other great options are distributing benefit videos and hosting webinars that can be recorded and viewed on demand. Engaging employees where and when they are ready is a great way to really break through and engage.

Meet Employees Where They Are
As organizations nationwide vary from remote work to socially distant on-site work environments, or hybrids of both, there can be a challenge to educate the entire workforce. It’s important to consider your employees work environments and customize the communication plan accordingly.

Benefits communication plans cannot be a one-size fits all approach to be successful. For example, if your staff is on-site, consider high traffic areas to post and reinforce benefit communications. Add QR codes to messages that can enhance no-contact education, linking to additional information and tools that otherwise may have been missed. If your workers are remote, establish a communication cadence digitally that will reach them at home. Take time to evaluate where and when the message will have the most impact.

Customize To Your Population’s Personas
Understanding your employees needs and challenges is a basic principal to employee benefit utilization. That’s why it’s vital to customize not only your benefit package, but the way you communicate to your target audience. You will need to decide which channels will be the most effective for reaching the various segments of your employee population, how frequently to communicate and exactly when to communicate.

Do you have a large population of parents? Is your workforce largely millennials? Are your employees in the sandwich generation caring for families and their aging loved ones?

By directing your open enrollment messaging to hit on what your employees are interested in most and the unique challenges they are facing, you can capture their attention and ensure that they are understanding and utilizing your benefit package.

While these are just a few ideas, there are so many ways to tailor your communication plan to successfully manage your benefits communications. In fact, at LifeCare we have a dedicated team of experts that support our clients to execute best-in-class messaging for their LifeCare benefits, help determine the most effective messages and methods, customize a LifeCare benefit communication plan for our client’s specific needs and create and target messages that are optimized for their organization. If you’d like to discuss your company’s benefits utilization and communication challenges and planning, contact us here or call us at 866-675-3751.