Our guest blog series, where we feature industry leaders and partners and give readers the opportunity to read expert advice from across the wellbeing and employee benefits industries, is back this week with a post from benefitexpress. benefitexpress “has built their cloud-based benefits administration technology and processes around a unique, laser focus on client service delivery and support. Their commitment to creative problem solving, flexible systems and full accountability helps assure their clients success.” In addition, the team at benefitexpress advocates for investing in workforce health and wellness – all under with their key “Benefit Wise, Relationship Driven” at the forefront.
This week, the team at benefitexpress shares their insights around the value of including wellbeing alongside your employee benefits programming.
Summer is right around the corner, and the change of season often brings a flood of personal wellness goals – losing weight, exercising more, getting enough sleep – and employees want their employer to help.
Whether your 2018 benefits plan included a new wellness initiative, or you’ve had yours in place for years, we know you put a lot of thought into what will benefit your employees (and your business) the most.
But have you put as much time into choosing your benefits and wellness administration tools? Make administration easy on yourself and integrate your tools together for a better employee experience and simplified reporting and compliance efforts.
Here are the top three reasons you need a benefits hub with integrated wellness administration:
1. Bring all your benefits offerings into one employee-friendly user experience.
Employees often under-utilize the benefits plan offered by employers because it is not top of mind, even though it is typically one of the top investments in the employee total compensation program, after payroll. Or worse, employees aren’t fully using available benefits because the access to information is less than desirable. Rather than asking your employees to hunt around for information on your benefits program, a simple single sign-on (SSO) with all benefits information in one place is a better solution. This allows them to access information easily, leading to improved understanding and may even improve their employee engagement.
2. Involve your voluntary benefits for total employee wellness.
Financial and legal stresses can have a quantifiable impact on employee wellbeing and productivity. A stressful financial event can cause a domino effect – trouble sleeping leads to skipping a morning workout and grabbing a fast food sandwich for breakfast. An integrated wellness program brings in your other voluntary benefits – like financial planning and legal assistance – to promote employees’ physical, mental, and emotional health from all angles.
3. Track your results beyond just claims data.
While a wellness program is a great way to improve employee satisfaction, success ultimately comes down to the ROI of your initiative. A successful wellness program can touch many aspects of a business: increased employee retention, decreased absenteeism, and lower insurance claims. When effects are that far-reaching, it can require coordinating multiple departments to truly track the effect. You could try to schedule a meeting between your CFO, CHRO, COO, and upper managers – or you could use an integrated software to automate your reporting. Managing your wellness program and your benefits from the same place makes the full impact clear.
Wellness programs are part of your total benefits package; the software you use to administer them should reflect that. If you resolved to strengthen your wellness program and improve your results this year, it’s time to upgrade the tools you’re using to do it.