A Great Benefit Program Is One That’s Used

One of the more common concerns in the open enrollment discussion has to do with employees utilizing their benefits. Benefits have been increasingly more important to employees, and they are subsequently spending more time reviewing them, but utilizing them? That’s still on the sluggish side, and it’s hurtful for both employers and employees. What is the cause?

Primarily it’s that employees don’t understand how to utilize their benefits. This is due to the open enrollment process being sloppy, necessary materials difficult to find or understand, and company cultures that do not celebrate a work-life balance for employees, even if they offer the benefits to make that happen. And the result is employee dissatisfaction with the company’s benefit program.

Making sure benefits get used

There are several ways employers can make sure that employees understand and use their benefits, and the well, benefit of doing so can very well increase productivity, retention, and overall employee satisfaction. Lets’ discuss.

  1. Understand what employees want. Step one in creating a successful benefit program is making sure the offerings are actually relevant to employees. Take it to the source and ask employees what they need.
  2. Educate during, and after open enrollment. Continue to educate, and encourage, employees on their benefits and how to use them after the enrollment period has ended. Make it a part of the company culture to take the time to care for mental and physical health and to take time off work.
  3. Check-in regularly and encourage questions. Consider hosting ‘wellness retreats,’ a benefits-focused team event/meeting that can serve as a reminder of offerings and afford employees the opportunity to ask questions. 
  4. Make materials easy to access year-round. It’s typical to hand employees folders full of pamphlets and leave it at that, but they’re going to need to be able to review this information easily throughout the year and the best way is to have a one-spot shop where all this stuff is stored. Host them on the company website or an employee-only portal.
  5. Diversity is key. And offering a variety of benefits, and a variety of support for corresponding materials, will go a long way in employees understanding and using their benefits.

Did you see our most recent blog posts on open enrollment? If you still need help, check them out here for all the information you need to make the process a success! And remember, Eos HR can answer any questions you may have. We offer small businesses an HR team that will help them navigate the intricacies of the modern workforce. Schedule a free consultation today to learn more.

#hr #weareEOSHR #openenrollment #employeebenefits #smallbusiness

Open Enrollment Without A Hitch

The key component to open enrollment meetings are, unsurprisingly, thorough communication. The most popular problem is that employees choose the wrong plan for themselves simply because they do not understand their choices. So let’s break down how to resolve that dilemma:

Helping your employees make the right choice

  1. Collect questions before the first meeting. Your employees likely have questions before the meeting(s) even start. Invite them to share these (easily gathered via an online survey) a few weeks prior. By compiling the answers before enrollment begins, you’ll save yourself valuable time during a very busy month.
  2. Ask employees to review materials before enrollment begins. Again, another headache-saver, cheers for preparation!
  3. Utilize the company blog. Your company blog can be a great tool for providing explanations and supplemental information. Direct your employees to visit this resource before heading to the HR department. 
  4. Host a guest speaker. Even small business owners can outsource some of their processes, and a great option is through a guest speaker program. Having an objective voice in the process can help to improve employee engagement and trust, and often reveals areas of improvement for employers to heed. It’s hard to know it all! Ask for help.
  5. Make materials easy to access year-round. It’s typical to hand employees folders full of pamphlets and leave it at that, but they’re going to need to be able to review this information easily throughout the year and the best way is to have a one-stop shop where all this stuff is stored. Create a shared folder where they can quickly search for the information they need throughout the year.

Hosting a virtual enrollment (or hybrid) this year? With the amount of remote office staff still significant, it’s likely you’ll be preparing materials and presentations for over the Zoom platform. In order to guarantee that a virtual open enrollment is effective requires some extra attention to the details but the payoff can be immeasurable, and there are tools specifically designed for remote enrollments that can really make the difference between wrapping up a successful OE or ending up with a mess on your hands.

Let’s talk about AI

  1. The right AI. Using artificial intelligence to assist employees in their benefit choices can be a great idea. These platforms offer customized options through a series of inquiries that determine an employee’s needs, helping them navigate the process on their own. This is key as it alleviates the amount of questions management will have to field. In addition, phone consultations with professionals are typically an option, which is also a great time-saving feature.
  2. Which vendor is right for you?When choosing a vendor for AI, or any vendor for that matter, there are a few factors you’ll want to consider: Is the tool easy to use? A complicated platform will cause headaches, and waste everyone’s time. What customer support is offered with the system? Will you be able to get issues resolved quickly? It’s expected that tech tools will sometimes falter, but it shouldn’t cause a major delay in the process.
  3. Also, does the platform make sense for your company? Does it offer the right kind of customization to suit your needs? You don’t need to pay for a lot of features that are of no use to you and could even cause confusion. In some cases, AI may not be the best choice for your team.

If AI isn’t a good fit, what else could be?

AI isn’t the end-all be-all, there are other useful tools you can utilize. Most notable of these are informative emails, vendor webinars, and of course booklets. The digital postcard is a popular tool for remote enrollment. It’s an all-in-one resource housing all the data and supporting links your employees need to complete their enrollment. It’s easy to use, and even easy to distribute to employees who do not have email addresses since they can be printed with QR codes.

In regards to materials, make sure any information presented to employees is clear in its language since they will be doing most of the research on their own in a remote enrollment. The easier the content is to understand, the more successful the outcome will most certainly be. It’s equally important not to bog your team down by offering too many tools. Too much of a good thing is a very real possibility.

We’ll leave you with one more tip: prepare for procrastinating! The data shows that employees  procrastinate until the last minute before deciding on a health care plan. Again, the more easy to use an enrollment tool is, the higher chance a successful outcome will be.

If you have questions on the tools best suited for your open enrollment process, Eos HR can answer them, as well as assist in making the process as painless as possible. We offer small businesses an HR team that will help them navigate the challenges of a remote workforce. Schedule a free consultation today to learn more.

#hr #hrconsultants #openenrollment #virtualmeetings #smallbusiness

Developing a Successful Employee Appreciation Program

Many employers want to recognize the hard work of their employees but are often unsure of how to start. In last week’s blog we shared some of the best appreciation ideas to offer staff (eg PTO and company parties) and now that you’ve identified which would prove most useful for your team, it’s time to start building the program.

An appreciation program needs to be thoughtfully developed. All employees should be under the same (or similar) criteria for measuring their hard work and most importantly employers need to follow-through. We know what it’s like to start a new project like this, everyone is excited about it and so it goes swimmingly in the beginning. But then over time the enthusiasm gets a little buried under the weight of running the business and the program becomes inconsistent. Not a good thing for keeping employee morale at a healthy level.

Let’s discuss the key components in developing and maintaining an employee appreciation program.

The foundation of an EAP

  1. What is the why behind the EAP? Maybe a quick answer, but it’s important to identify why you want to develop an EAP as it will help to align the objectives for doing so. Do you want the program to inspire productivity? Or simply to acknowledge an already hard-working team.
  2. Establish the criteria. How will employee performance be measured? It’s important to identify this AND make sure employees understand (and are allowed to give their feedback) in order for this most important component to work.
  3. Ensure awards are relevant and desired. Visit last week’s blog for some ideas!
  4. Present acknowledgements in a timely manner. This will help to strengthen the employee’s trust in the program as well as help prevent any forgetfulness!
  5. Stay consistent, follow-through, and evaluate the program over time. A good tip for success? Keep it simple. It may be tempting to try hosting an elaborate EAP but don’t set up something that can’t be easily implemented throughout the year.

An EAP is an excellent tool for building and maintaining company morale and we all know that a happy workplace culture translates into talent retention, innovative collaboration, and greater productivity. Also, acknowledging the hard work of employees is just the considerate thing to do!

If you’re interested in learning more (or getting going!) Eos HR can help! We’re a team of HR professionals helping small businesses implement smart solutions to stay relevant and create positive change in their industry. Schedule a free consultation today to learn more.

#hr #weareEOSHR  #companyculture #employeeappreciation #employeeappreciationprogram #smallbusiness 

Making Appreciation a Part of the Culture

You won’t find much discussion about employee appreciation without it being also a discussion on company culture. Appreciation is important to show but it takes more than the occasional gift card to establish an environment of gratitude which is important to do for the sake of employee satisfaction (and therefore higher retention rates).

That being said, sometimes employers are not sure where to begin so we compiled a list of some options. But we present them with this caveat: the most important demonstration of appreciation an employee can give is by promoting a culture of collaboration, communication, trust and follow-through, and flexibility. It’s when an employee feels they are valued and their contributions and well-being considered that they are most productive and happy.

Employee appreciation ideas

Some of these are traditional, some more innovative. All of them should be done consistently.

  1. Years of service celebration. Whether it’s one year or ten, employees should be acknowledged for their dedication to the company.
  2. Appreciation events. Regular outings or in-house celebrations are an easy way to build comradery and keep the appreciation train going. They don’t have to be elaborate or expensive, in this case it’s really the thought that counts. But, do participate in them as much as possible. It’s important for employees to see management make it a point to connect.
  3. Public shout-outs. Involve marketing and highlight outstanding staff on social media pages. An easy and often very welcome move. 
  4. Employee of the month, or always acknowledging project done well. Both of these can provide regular opportunities to celebrate great employees.
  5. Regular pay bumps, paid time off, customized benefits. I don’t think we need to comment on how effective these things are in saying thanks!
  6. Employee development. Offering skill training is a benefit to both the employee in their career development and for the company’s own growth.
  7. Consistent feedback. Offering feedback on a regular basis demonstrates to the employee that their efforts are being appreciated, and their own voices heard. 
  8. Reward cultural contributions, not just work-related. If there’s an employee who brings a great vibe to the office, acknowledge it! Often the people who make positive change to the company culture are doing so by their personality, which is invaluable.

Hopefully this list is helpful in developing an appreciation program for your employees. They are effective methods in extending thanks and will in turn help foster a positive company culture. If you’re interested in learning more (or getting going!) Eos HR can help! We’re a team of HR professionals helping small businesses implement smart solutions to stay relevant and create positive change in their industry. Schedule a free consultation today to learn more.

#hr #weareEOSHR  #companyculture #employeeappreciation #employeeappreciationprogram #smallbusiness 

Workplace Gossip: Cutting out the Mean Stuff

It’s unreasonable to expect any workplace to never gossip. Gossiping occurs most commonly as an outlet for employees to express their feelings, and sometimes it’s a good thing, when it’s done in a constructive manner that isn’t about tearing down others. Unfortunately though, gossip often turns ugly, fueling negativity and spreading company-wide. But it can be confronted, and transformed into a positive form of communication. Here’s how.

Tackling a gossipy atmosphere

  1. Do not engage in it. The first step in addressing the problem is in not partaking in it yourself. It may be tempting but if the management team is gossiping, it will undermine the entire endeavor. Break the habit.
  2. Promote a supportive environment. A successful team environment is one that does its’ best to uplift others, not tear them down. So if someone is underperforming, or struggling in any way, identify what can be done to help them. Consider a mentoring program, or shifting some duties into a team project, or establishing a training program. These are useful endeavors that can address performance issues.
  3. Address gossip when it occurs. Once problematic behavior is noticed, it’s best to deal with it right away. Here’s where your HR team can step in and make policy and consequences known. And it’s also an opportunity to reassess team structures and duties, if needed.
  4. Offer a way for employees to be heard. And do so anonymously. Gossip can be the result of employees not feeling like they can issue grievances to management so set up a process in which they can communicate these feelings. Anonymously works great for getting the conversation going, since employees may feel safer. And make sure to respond, as an unanswered concern can worsen the problem.
  5. Break the habit through coaching. It may take some outsourced help to sort out the problem, and that’s okay! In fact, inviting someone in with a new, objective perspective might just make eliminating gossip that much more possible. It’s certainly worth considering!

Utilizing these steps can do some serious good for the sake of the company culture and propelling employee’s capability to succeed. It’s completely worth the time and energy it takes to do as the potential to completely transform employee morale is very much possible. And nothing is more valuable than a happy and productive team!

If you’re interested in learning more about cultivating a positive and productive workplace, Eos HR can help! We make sure small business teams are successful in maintaining the practices that support a productive company culture. Schedule a free consultation today to learn more.

#hr #weareEOSHR  #workplacegossip #employeeexperience #companyculture #smallbusiness 

Creating an Anxiety-Free Workplace

As we stated in our blog last week, workplace anxiety is a real issues, exacerbated by the events of the last two years. Even workplaces with a positive company culture can suffer from employees feeling major burnout, so this week we are sharing some of the methods the HR can help implement to easy the stress employees could be under.

Anxiety-busting strategies employees will appreciate

  1. Identify the impact areas. Knowing the source of any issues within the workplace is the first step in making relevant change. We talked about this in last week’s blog.
  2. Encourage a supportive company culture. Do this by demonstrating empathy and patience when an employee expresses stress, and encouraging others to do the same. The things you say and do will make the most difference in relieving anxious feelings. 
  3. Provide accommodations and flexibility. Remember that the people who make up a company are all trying to find balance to their lives, often juggling family responsibilities or other obligations that demand their attention. It can’t be expected that their lives outside their work switch off, that’s unrealistic. Therefore, offer things like flexible work schedules, remote work, and paid time off (to name a few), to help your employees balance their work and life tasks. Ask employees for the things that would be most beneficial to them.
  4. Inquire about workspace. Some employees need quiet, others thrive around people. If a workplace can offer different options for different work habits, it’ll likely experience higher productivity.
  5. Offer mental health benefits. We’ve talked about this a lot in previous blogs but it’s time for all benefit packages to include mental health care in some form. If the pandemic taught us anything, certainly it taught us that significant amounts of stress is detrimental to people. Benefits such as therapy can be an incredible tool in managing stress for your staff and in the end, benefit the company as well.

Again, let us state how important it is to know (as best you can) the issues that may be causing your employees undue stress. Are work hours incompatible to their outside obligations? Is their workspace too loud, or isolating? Is there a tendency for the office to engage in negative gossip? Know the problem(s) is the most useful tool in addressing them.

If you’re interested in learning more about cultivating a positive and productive workplace, Eos HR can help! We make sure small business teams are successful in maintaining the practices that support a productive company culture. Schedule a free consultation today to learn more.

#hr #weareEOSHR  #workplaceanxiety #employeeexperience #companyculture #smallbusiness 

Identifying Workplace Anxiety

Workplace anxiety has been a popular subject lately, namely due to the pandemic. Along with employees reporting an increase in anxious feelings has been the recent progress in discussing mental health in the company culture as well as offering benefits that cater to employee’s work-life balance. 

But before offering solutions, employers need to take the pulse of their employee’s mental health. This week we’re sharing the common signs of workplace anxiety. These behaviors can signal to employers that something is amiss.

Signs of workplace anxiety

  1. Sudden change in behavior. Unexplained changes in behavior can signal that the employee may be undergoing stress, the cause of which might be unknown to colleagues.
  2. Low work productivity. If the employee has previously managed their workload without difficulty but suddenly struggles to complete tasks, there is likely something at play.
  3. Reluctance to speak to executives/management or in public. This is a pretty common source of anxiety for many employees and always worthwhile addressing. Training in public speaking, or adopting other forms of communication to management (eg anonymous surveys) can help to solve this.
  4. Low employee morale. A toxic work culture will always translate to an increase in anxious feelings and behaviors in employees. 
  5. Increase in lateness and absences. If an employee becomes less reliable to show up on time, or at all, look into it. Absenteeism is a very common warning sign of workplace anxiety.

Next week we’ll be exploring how to address anxiety amongst employees, including tips on maintaining a healthy company culture. In the meantime, if you’re interested in learning more about cultivating a positive and productive workplace, Eos HR can help! We make sure small business teams are successful in maintaining the practices that support a productive company culture. Schedule a free consultation today to learn more.

#hr #weareEOSHR  #workplaceanxiety #employeeexperience #companyculture #smallbusiness

Reviewing the Performance Review

Performance reviews are problematic. To the extent that some companies have abandoned them altogether and now manage employee performance through other means, most notably via an ongoing open dialogue with employees. This means feedback is given often and in a much more informal way. Which allows for an overall more productive relationship between supervisors and staff. 

But before deciding to forgo the more traditionally-structured performance review, it’s important for employers to understand both sides of the story, and also how HR should be involved in whichever avenue they choose. 

The pros and cons of the traditional performance review

The most notable benefit of sitting down annually with an employee is that it is a relatively easy and familiar process. While employers should put a lot of effort into their review plan, once it’s  completed they can implement reviews year after year with modest adjustments to them. Other highlights to this format are the chance to clarify expectations, cooperatively manage the scope of responsibilities, acknowledge achievements and address concerns. If an employee leaves the meeting with a thorough understanding of expectations and been given the tools needed to meet them (eg training), then the review is a successful one. But if not, the review may have done more harm than good.

Unfortunately harmful performance reviews are rather common. While they should be objective, well-researched and conducted professionally (and with HR present), they often suffer from being woefully subjective, ill-prepared, and to top it off, out-of-context. Sound like a complete waste of time that may even harm employee engagement and productivity? You bet. Rather than building a healthy rapport with the team, a bad review widens the gap between supervisors and their subordinates. A discouraging influence for building a healthy company culture.  

HR’s role in performance reviews

If you’re not quite ready to abandon a traditional review, then let us stress that HR should play a role in developing and conducting the review. HR personnel have the knowledge and skill-set to develop reviews that are relevant and in compliance with current laws. They can also lend additional perspectives on how employee performance should be addressed and encouraged. At the very least, HR should be present at the review for both record-keeping and to ensure that the process remains respectful and legal for both employer and employee. Their assistance in the procedure could help make the end result a constructive one.

It’s important to note that employee development is not a one-time thing but rather a process. And performance reviews should reflect that. It’s helpful to see them as a living entity, they can grow and alter to suit the current needs and situation of employee and employer. Being able to identify where adjustments are needed is crucial to ensure that they are relevant and useful to both parties. 

Here is where an experienced HR team like Eos HR can help. We make sure small business teams are successful in maintaining the practices that support a productive company culture. Schedule a free consultation today to learn more.

 A Learning Culture At Work

As an employer, you’re likely well aware of the importance in developing a positive employee experience (and if you’re unsure of what that is, check out this blog) by investing in your staff’s skill-building opportunities as well as their work/life balance. 

This emphasis on their skillsets is indicative of a company’s ‘learning culture.’ For this blog, we’ll be taking a look at what that means, and why it’s important. Also, how to get started. 

What is a learning culture?

It’s rather simple really. A learning culture exists when the company provides consistent resources towards the development of their employee’s critical skills and competencies. The employers recognize that while new skills might be necessary to perform tasks as their industry evolves over time, their current employee’s are the ones to execute them. They’re taking the ‘long view’ as is often said, to make sure that they equip their team to stay on top of new technologies.

By doing so, they’re feeding into a positive employee experience AND retaining talent. Employees feel invested in and are less likely to go on the hunt for a new job, simply because their current workplace is making sure they stay relevant in their field.

How to start developing a learning culture

  1. Conduct a needs analysis of your employee’s skills. What’s lacking? It’s important to identify the relevancy of a training before making employees go through the process. Will this skill benefit the work in the future? And does it contribute to the career development of the employee (which is at the heart of a learning culture)?
  2. Identify and accommodate learning styles. There’s a lot of them out there and making sure that employees are being engaged in a way that works for them is essential for cementing a new skill.
  3. Put the skills to use right away. If you don’t use it, you’ll lose it, right? Make sure some aspect of the new technology is in practice as soon as training concludes, from there the employee will be able to expand its’ usefulness as needed.

Developing a learning culture within your company takes some effort but the results are 100% worth it since employers and employees will benefit from a culture that is invested in the growth of everyone involved. If you’re interested in learning more (or getting going!) Eos HR can help! We’re a team of HR professionals helping small businesses implement smart solutions to stay relevant and create positive change in their industry. Schedule a free consultation today to learn more.

#hr #weareEOSHR  #learningculture #employeeexperience #employeetraining #smallbusiness 

Small Biz Best Practice: Planning for the New Year

Believe it or not, the end of the year is quickly approaching. How are you, as a business owner, feeling about the end of 2022? Most we’ve spoken to have had a rocky year, whether it be in talent retention, securing new clients, or even just trying to maintain the status quo. The post-pandemic ‘return-to-normal’ was anything but, however, we can reflect on the past year as (yet) another year of adaptation, and use it to build a game plan for 2023. Let’s take a look at a few of the tactics you can implement.

Key steps in preparing for a successful 2023

  1. Analyze current performance. Before making any tactical plans for the new year, do a thorough investigation of your team’s 2022 performance. What worked and why? What hurdles did they face and are they likely to persist? If so, what can be done to navigate them? This is your opportunity to dig deep and discover the things that do and do not work for your team. And remember, get some feedback from the source!
  2. Identify team goals. And before you make that list a mile long, be reasonable and honestly write down those goals that are a) the most important, and b) actually attainable from the current starting point. Once you find focus on those few game-changers, a workable plan can be constructed.
  3. Now strategize. You have your list of must-haves, how will you get them? And how will performance be measured throughout the process? It’s extremely important for your team to know their goals AND what targets they’re expected to meet as they work. Not doing so will completely undermine any new objectives.
  4. Focus on filling the gap. Once there’s a strategy in place, examine it for missing pieces and be sure to address those before going any further. This will really help in the success of the plan.
  5. Is recruiting necessary? You want to make sure you have the right team in place so consider whether recruiting is necessary, or will training existing staff be the best bet? Training is a great way to boost company moral, production, save money, so we recommend carefully reviewing this option before posting a job listing.

Using these steps as a template to evaluating the past year and planning for the next can help streamline action steps and measure productivity. Being a small business owner these days is a dynamic endeavor and we know that preparation and adaptability is key. It really makes the difference in succeeding, or not.

The working world is forever evolving and being able to identify where adjustments are needed is crucial to stay competitive. Here is where an experienced HR team like Eos HR can help. We make sure small businesses are successful in implementing new strategies to ensure success in their goals. Schedule a free consultation today to learn more.

What Makes a Good Manager

With the difficulties in hiring this year, it’s important for business owners to look at the upcoming year as an opportunity in making positive changes that will attract new talent and retain current employees. One of the most effective ways in doing so is establishing an effective leadership team that can translate company objectives in a way that is inspiring, reasonable, and relevant to the team.

In order to really get 2023 off to a great start, take a good look at your management team now and address any areas of concern. We’ve compiled a list of the supportive measures employers should take in making sure managers will succeed in their roles.

Managers that make the difference

  1. Make sure managers have a clear understanding of their role and responsibilities. If there are goals they need to achieve, make sure they possess the tools to do so.
  2. Your managers should be advocates of the company’s culture, not simply the warden of productivity. Gone are the days when a boss was a distant fixture whose occasional presence was something to dread. Managers should be working alongside employees both in meeting goals and in championing a positive, collaborative work environment.
  3. The ability to resolve conflicts, including knowing when to involve HR, should be an ongoing focus. Managers are key players in an employee’s sense of well-being at the workplace, and leaders who know how to identify the appropriate solution to internal conflicts is an extremely pertinent component in this.
  4. Managers should delegate, and celebrate. Don’t let managers carry the burden of all the decision-making and tasks in any given project. Have them delegate to their teams which will not only prevent burnout, it will also instill confidence and collaboration in the entire team. Also, managers who take time to recognize the achievements and hard work of employees will do wonders for supporting employee engagement. Win-win!
  5. Lastly, training managers is never finished. We mention this a lot when it comes to supportive measures for staff. In order to encourage growth in a team, exposure to new ideas and tactics is essential. Develop a managerial mentorship program, start a manager forum or discussion panel, bring in experts. A manager with fresh ideas and reinforced skills is a powerful tool in boosting productivity and maintaining a happy workplace.

It’s important to note that training is a fluid thing, our inboxes are full with invitations to new managerial training programs for a reason. The working world is forever evolving and being able to identify where adjustments are needed is crucial to stay competitive. Here is where an experienced HR team like Eos HR can help. We make sure small businesses’ leadership teams are successful in implementing new policies and maintaining the practices that make for an inclusive and productive company culture. Schedule a free consultation today to learn more. #hr #hrconsulting #weareEOSHR #leadershiptraining #mangementtraining #smallbusiness

A Great Benefit Program Is One That’s Used

One of the more common concerns in the open enrollment discussion has to do with employees utilizing their benefits. Benefits have been increasingly more important to employees, and they are subsequently spending more time reviewing them, but utilizing them? That’s still on the sluggish side, and it’s hurtful for both employers and employees. What is the cause?

Primarily it’s that employees don’t understand how to utilize their benefits. This is due to the open enrollment process being sloppy, necessary materials difficult to find or understand, and company cultures that do not celebrate a work-life balance for employees, even if they offer the benefits to make that happen. And the result is employee dissatisfaction with the company’s benefit program.

Making sure benefits get used

There are several ways employers can make sure that employees understand and use their benefits, and the well, benefit of doing so can very well increase productivity, retention, and overall employee satisfaction. Let’s discuss.

  1. Understand what employees want. Step one in creating a successful benefit program is making sure the offerings are actually relevant to employees. Take it to the source and ask employees what they need.
  2. Educate during, and after open enrollment. Continue to educate, and encourage, employees on their benefits and how to use them after the enrollment period has ended. Make it a part of the company culture to take the time to care for mental and physical health and to take time off work.
  3. Check-in regularly and encourage questions. Consider hosting ‘wellness retreats,’ a benefits-focused team event/meeting that can serve as a reminder of offerings and afford employees the opportunity to ask questions.
  4. Make materials easy to access year-round. It’s typical to hand employees folders full of pamphlets and leave it at that, but they’re going to need to be able to review this information easily throughout the year and the best way is to have a one-spot shop where all this stuff is stored. Host them on the company website or an employee-only portal.
  5. Diversity is key. And offering a variety of benefits, and a variety of support for corresponding materials, will go a long way in employees understanding and using their benefits.

Did you see our most recent blog posts on open enrollment? If you still need help, check them out here for all the information you need to make the process a success! And remember, Eos HR can answer any questions you may have. We offer small businesses an HR team that will help them navigate the intricacies of the modern workforce. Schedule a free consultation today to learn more.

#hr #weareEOSHR #openenrollment #employeebenefits #smallbusiness