Mental Health Awareness Month – How The Right Strategy Helps Engagement

Mental health has become a top priority for people across the nation, which has led to an emphasis on mental health in the workplace. Although we genuinely want the best for our people, here’s the truth: when people struggle with their mental health, it affects their work. By addressing mental health, managers can make the workplace an environment where employees feel supported. Generally, a well-supported employee is a more engaged one.

Employers have turned to employee benefits to address the mental health struggles so many of us face. However, what many fail to consider is how well their employees understand the benefits on offer. Employees who don’t understand their benefits can’t get the most out of them. Consequently, they’ll feel less supported.

Leaning on HR to handle benefits inquiries sounds like an easy way to fix the problem. But HR has a lot on their plates, which is why they need effective strategies to improve benefits communication. Specifically, HR will benefit from these two key elements of an effective benefits strategy:

Benefits technology with self-service functionality

The days of benefits pamphlets are over. To effectively communicate employee benefits, people need easy access to benefits information and enrollment. This is where best-of-breed benefits technology comes into play.

Technology should provide employees with the resources necessary to stay informed on their benefits. Decision support functionality breaks down complex benefits concepts for employees. These features help employees gain insights into copays, deductibles, co-insurance, in-network and out-of-network expenses, prescription drug benefits, and other relevant aspects.

With a better understanding of benefits concepts, employees can use side-by-side plan comparison to determine which plans align with their needs.

When it comes time to enroll, employees can access the portal from wherever the internet is accessible. This allows employees to review their benefits options and enroll from the comfort of their own homes, with support from their families.

Introduce an employee benefits call center

A benefits call center acts as a central point of contact where employees can seek assistance regarding their employee benefits. Manned by licensed representatives, these centers offer employees a direct channel to ask about different benefit options, eligibility requirements, enrollment procedures, and other related questions.

By providing personalized assistance through phone, email, or chat, benefits call centers relieve the workload on HR departments by addressing routine inquiries. This not only saves valuable time for HR professionals but also guarantees that employees receive precise and prompt information. Ultimately, this enhances satisfaction and efficiency in the organization’s benefits administration process.

Improve well-being, and engagement

The growing recognition of mental health as a priority has underscored the importance of addressing it within the workplace. Acknowledging that employees’ mental well-being directly impacts their work performance, managers strive to cultivate a supportive environment. Yet, while employers increasingly utilize benefits to support mental health, the effectiveness hinges on employees’ comprehension of the offerings.

Unfortunately, relying solely on HR to address benefits inquiries is not a sustainable solution given their existing workload. Therefore, implementing effective benefits communication strategies, such as leveraging technology with self-service functionality and establishing dedicated benefits call centers, becomes imperative. These approaches not only empower employees to make informed decisions but also streamline the benefits administration process, fostering satisfaction and engagement among employees.

Ultimately, by prioritizing effective benefits communication, organizations can create a workplace where employees feel valued, supported, and equipped to thrive both personally and professionally.

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