Employee communications

Thoughtful use of incentives and creating a strong network of supporters are ways to encourage participation, says UnitedHealthcare CMO Sam Ho.

Videos and quizzes may help workers retain health and wellness knowledge better than other forms of communication, according to Limeade.

Employees who expect to work longer are less healthy, more stressed and more likely to feel stuck in their jobs than those who expect to retire earlier, finds new data from Willis Towers Watson.

Thoughtful use of incentives and creating a strong network of supporters are ways employers can encourage participation, says Dr. Sam Ho of UnitedHealthcare.

As plan sponsors try to reduce the costs associated with healthcare claims, many are turning to spousal surcharges or eliminating spousal coverage altogether, according to recent research from actuarial firm Conrad Siegel.

With the majority of employees owning a smartphone, employers must make mobile devices a key part of their messaging strategies, according to Gene Raymondi, CEO and founder of eni.

Gerard Bridi, CEO of NutriSavings, details how the wellness initiative can help both employers and their workers.

With the majority of employees owning a smartphone, employers must make mobile devices a key part of their messaging strategies, according to Gene Raymondi, CEO and founder of eni.

Plan sponsors should spend as much time developing education policy statements as they do an investment policy statement, says Jeffrey Hemker.

Gerard Bridi, CEO of NutriSavings, details how the wellness initiative can help both employers and their workers.

Retirement plan sponsors should spend as much time developing an education policy statement as they do an investment policy statement, according to Invesco’s Jeffrey Hemker.

The more engaged and proactive an employer is with its benefit communications, the more likely workers are to stay, which reduces recruiting and training costs.

While the programs are popular, they’re all too often reactionary and don’t take enough of a holistic approach to worker well-being, according to Corporate Synergies’ Robert Stumper.

A sabbatical policy should be clear and straightforward and address such issues as continuation of benefits, length of time off and compensation.

While the programs are popular, they’re all too often reactionary and don’t take enough of a holistic approach to worker well-being, according to Corporate Synergies’ Robert Stumper.

Latest gear isn’t just about simplifying administration; it’s about keeping workers engaged, according to Strive Benefits’ Saravanan Chettiar.

Benefits tech isn’t just about simplifying administration; it’s about engaging employees, said Strive Benefits’ Saravanan Chettiar during the Dig|Benefits conference this week in Austin.

Workers who feel valued are more likely to stay with the company, saving employers on recruitment and even compensation costs, says Impraise’s Andrea Hak.

No longer a benefit available only to academics, paid programs are making inroads at organizations in many industries, including companies such as convenience store and gas retailer QuikTrip.

Insurers frequently offer incentives intended to move employers to new models, networks and platforms, but they can be very confusing for clients, says CBIZ’s Zack Pace.