Straight From The Source Blog by Higginbotham Insurance

Employee benefits are one of the key drivers that entice great people to join a company, be productive employees and develop long-term loyalty. But today’s employees want more than just health insurance.

They want personal and professional growth opportunities, career flexibility, collaborative work environments, volunteer days and an individualized balance of compensation and benefits. They want a diversified and personalized experience, and they want it neatly packaged and easy to understand.

This unification of work-life balance benefits is what the concept of total rewards is all about. However, offering a rich mix of work-life benefits isn't enough. The success of your total rewards program depends on how employees perceive your program’s value. How can you help promote positive perceptions? Through great communication strategies.

Here are seven communication tips to get you on the right track:

Don’t assume your employees understand their health savings accounts (HSAs). According to research conducted by Alegeus, 65 percent of HSA holders lacked the knowledge needed to pass a basic fluency test about their accounts. As a result, many people may be unable to maximize their benefits, leading to higher costs and more frustration than necessary.

Your employees are stressed out about a lot of things, and their workload is only part of it. According to the Center for Financial Services Innovation, approximately 85 percent of all U.S. workers are worried about finances, leading to reduced productivity, absenteeism and higher turnover rates. If some of this stress can be alleviated, both employees and employers profit. One simple way to do this is through group employee accident insurance.

Employers handle their employees’ medical information for many reasons, from administering health coverage to receiving workers’ compensation claims. Under certain circumstances, employers are dealing with protected health information and may be subject to the Health Insurance Portability and Accountability Act (HIPAA).

Even people who enjoy their job experience job stress at some time during their working hours. Everyday work stress can negatively affect employees’ attendance, concentration, health and ability to perform on the job. Because of this, more and more companies are turning to Employee Assistance Programs (EAPs) for help.

Your organization probably devotes substantial resources into providing employee benefits. From the HR manpower to the monthly premium, it’s a major investment of time and money – possibly one of the largest items on your balance sheet. As with any major undertaking, the process can be improved with strategic planning.

Open enrollment season is over – and that’s what makes this a particularly good time to think about your open enrollment strategy. Now, without stress or rush, you can reflect on the last enrollment period and plan for the next one.

Employers, are you keeping up with the latest benefit trends? With low unemployment rates, employers must work even harder to attract and retain talent. At the same time, employers also need to keep an eye on developments in relevant laws and regulations.

Money is a leading cause of stress, and for good reason. Many Americans are saddled with student loan and credit card debt. According to the U.S. Government Accountability Office, almost one-third of households age 55 or older have no retirement savings at all. Employees who are worried about money may become distracted, sleep-deprived and even sick – not good for their productivity levels. They may also consider quitting in search of a better financial situation.

What do people celebrate during the month of November? You're thinking turkeys, aren't you?

Of course, there's a lot to be said for Thanksgiving. The food is superb, and it's a beautiful time of year. It’s also a holiday about family, which brings us to the other reason to love November.

Welcome to long-term care awareness month: A time to think of your family's future, and your own.