Create a future-focused approach to annual enrollment and total well-being
46% of employees say they would give up a 10% pay increase in exchange for additional well-being benefits (up from 32% in 2022).
When it comes to communication channels, less can often be more. While 45% of companies have recently implemented some form of total well-being technology, many persist with superfluous pages, portals, and platforms. A single, dynamic, user-friendly front doot platform containing all the total well-being information employees need not only simplifies the process, but also eliminates wasted time searching for the right tool, content and data, and can help organizations migrate to a digitally infused future.
The figures speak for themselves: 78% of employees with access to benefits technology believe their employers provide the benefits they need, and 82% believe their employers care about their health and well-being.
Why total well-being matters: Advances in technology, the emergence of Gen AI, geopolitical conflicts, volatile financial markets and high operating costs have all contributed to today’s turbulent business landscape. A total well-being approach to employee mental health, financial stability and job security continues to be of paramount importance in the shadow of the pandemic.
The top 3 ways companies can create a future-focused approach to annual enrollment and total well-being
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Simplify and lean into a digitally infused experience
Expand digital, 24-7 access to simple yet meaningful benefits information
With people now working from home (or anywhere they can get a good Wi-Fi connection), employers need to be creative in getting enrollment information into the hands of their workforce. This means allowing employees to experience their total well-being benefits in the same ways that they engage with the consumer world — using multiple delivery channels on mobile devices, as well as laptops. Annual enrollment is a great time to rethink your media and communication, particularly in terms of timing and look-and-feel.
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Create meaningful connections via two-way communications
Develop targeted, transparent and authentic two-way communications
Do you know the highest priority for your employees leading into this enrollment season? What about managers, a critical link to the workforce? Or leaders — what’s on their minds the most? In order to build total well-being strategies that work for everyone, you need to understand the needs and preferences of all employee segments, across the organization. Pulse surveys, digital focus groups and/or Mercer’s Unmet Needs Analysis can be great ways to understand what those in your organization need and value the most.
Consider hosting live employee sessions where leaders are available to answer questions. Implement virtual office hours through a platform like the Mercer Virtual Benefits Fair, where employees and family members can discover benefits and participate in live chats and webinars with HR and plan provider partners. Keep the conversation going by checking in with employees after annual enrollment to obtain feedback and gather ideas. Mercer’s AskWithVideoTM provides a simple, interactive and effective video-based channel so you can quickly answer questions, gather feedback and drive engagement.
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Focus on total well-being year-round
Creating a culture of well-being requires an ongoing, integrated and flexible approach
Building a culture of total well-being involves fostering an environment where employees feel supported and empowered to prioritize their physical, mental and emotional health – throughout the year. It’s an ongoing effort that needs an engagement strategy, leadership support, relevant wellness programs and resources, a strong and recognizable brand, relatable communication and education, personalized tools, and regular employee input. Be sure to build in the opportunity to evaluate, improve and adapt to meet the evolving needs of your employees.
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Transform your employee experience with Mercer Belong®
Annual enrollment is an opportune time to showcase your employee experience through consumer-grade communications, technology and tools. Today’s digital world offers consumers simple, personalized experiences that effortlessly and instantly meet specific needs. Yet at work, numerous apps and platforms often compete and overlap, leaving employees unsure of where to go, and frustrated by a disconnected experience. In an ultra-competitive labor market, it has never been more important to maximize the results of your investment in the employee experience.
Mercer Belong is a forward-thinking engagement platform that helps employees make sense of it all. Belong gives you a powerful and effective way to connect with your employees about their rewards, careers and well-being. With its embedded virtual assistant, Belong transforms each interaction into the easy, personalized, consumer-grade experience your employees have come to expect.
Mercer offers a suite of consulting services and digital tools to help sharpen your focus on total well-being, transform your employee experience, accelerate digital implementation, communicate with employees and support change. To learn more, reach out to your Mercer consultant or contact us.
Sources:
Mercer’s 2024 Global Talent Trends
Mercer 2023 Health & Benefit strategies Survey National Results Large Employers (500-4,999)