Prepared by [Market/Division/Tier 3 (Optional)] (Arial 14 bold, 14 pt line spacing)
Practice Group/Tier 4 (Optional)
Benefits Communication
Keeping it simple. Making it real.
of employers are satisfied with the effectiveness of their current Benefits communication provided to employees (3)
Global trends within employee Benefits Communication
of employers are likely to focus on the financial wellbeing of employees through enhanced communication, resources, mobile apps and online tools (1)
of employers provide communication to their employees only once a year (3) .
(1) 2013 Hot topics in retirement - Aon Hewitt (2) 2011 HR Barometer – Aon Hewitt
(3) 2013 Emea Benefits Communication survey – Aon Hewitt
80%
37%
16%
of employers assessed that their own HR department delivers below expected target in terms of employee communication (2)
Why Communicate Benefits?
Employees who are very satisfied with
benefits
Employees who are very dissatisfied with
benefits
I am very satisfied with my job 70% 23%
I do not plan on leaving my current
employer in 2012 59% 38%
Benefits
satisfaction
,employee
loyalty
and
job satisfaction
have a
strong
connection
And employees who are dissatisfied with their benefits are more likely to want to work elsewhere.
Gen Y Gen X BoomersYounger BoomersOlder Employees agree that the benefits offered
were an important reason why they cam to
work for this employer 56% 52% 40% 31%
Employees agree that the benefits are an important reason why they remain with their
employer 63% 62% 53% 54%
Benefits are a
powerful
draw
for attracting
young employees
to a
company.
“You might take a job with less salary and have a better benefit
package. You might consider that as a better move in this
market.” --Gen X
Communicating effectively - What is at stake?
Create a strong momentum and a
positive mindset around the project
– Which improvements / progress, which
benefits?
Encourage and support enrolment
i.e be sure that it’s well understood and
accepted by all
– Be educational and encourage interactivity
(anticipate and answer questions, repeat
messages, adapt to all targets)
Minimize potential barriers
– Anticipate concerns etc.
– Mobilize and equip key people (HR team,
managers as communication channel)
Understanding & awareness
Satisfaction
Support of all employees
Sense of belonging
Return on investment
How to Communicate Benefits?
Simple, straightforward and easy-to-use communication
Clear explanations on complex topics to understand benefit options and
make the right decisions
Help on how to put the knowledge into action
Focus on personal needs and working within Company’s benefits brand.
Attractive design, friendly and engaging imagery for communication
material
Step 2
Create
a strategy
Step 1
Know people
and culture
Step 3
Produce and
Implement
Step 4
Measure,
refine,
repeat
Four Steps to Successful Enrolment
Samples
Communication Strategy, key messages and plan
Brochure (paper-based or electronic)
Poster campaign
PowerPoint presentation, Q&A
Train the trainers
Web content or 2 pages flyer
Video tutorial & flash presentation
Social media cover
EMEA/Health and Benefit | Communication
Proprietary & Confidential | January 2013 8
Business case
Personal connection to health care—their business Health care costs increasing
$8 million per year—traditional levers are no longer enough
A need to embed health into the culture, improve quality, and reduce costs
Use LIVING WELL and Medstat data to inform the change management strategy, branding, and tactics
Context
Created new health/wellness brand: “You. Even
Better.” focused on getting ahead, being your best self —not health
Changed 2010 incentives—more emphasis on
premium reductions versus HRA; introduced contests and lottery
Introduced 24/7 access to personalized Health Care Hub
Expanded advocacy services and year-round communication
Aon Hewitt Approach
2010 enrollment behaviors:
10% increase in active enrollment elections (76% to 86%)
73% of employees enrolled in a CDHP
76% of employees used the online tools
30% of employees participated in a healthy living or care management program (within the first three months!)
Global trends in online Benefits
• Globally mobile workforces
• Growth in multi-national pooling
• Global/regional responsibilities
• Global mandates for branding,
design principles, timing, providers
administration
• Increased electronic communication
and management
• Integration of Terms and Conditions
• Enhanced employee engagement
• Recruitment and retention
• Leverage change
Global consistency
Vs. local complexity
‘locally
global’
The Benefits Solution – TBS
Deliver engagement, administration, analytics and value
Engagement
• Employee portal • Intuitive, clear design • Market leading • Tablet compatible • Brand configurable • Future proofAdministration
• Client portal • Plan data • Global benefits data • Workflows to support claims management • News room • Renewal calendarAnalytics
• Analytics • 10,500 corporate plans • Sector benchmarking• Bid flow data
• Improving service levels • Challenging traditional designs
Value
• E-procurement • Competitive rates • Easy comparison of all products • De-risked broking • Transparency • Communicating effectivelyIntroducing ‘Benefits Marketplace’
•
Value for money
•
Peer group
•
Engagement
•
Visibility and analytics
All clients demand:
Common outcome:
•
Median benefit design
•
Provider brand equity
•
Desire to go on-line
•
Cost pressure
Benefits Market Place
•
Structured
portfolio solutions
•
Preferential
carrier
arrangements
•
Streamlined
carrier interfacing
•
Lower cost better
value solutions
•
More choice for
employees
•
Direct
administration
and choice
•
Social networking
•
Direct feedback
•
Corporate branding
•
Payslips
•
Share price
•
Wellbeing
•
Life events
•
Financial
•
Career
EMEA/Health and Benefit | Communication
Proprietary & Confidential | January 2013 16
Shifting trends – online benefits
Employee choice exists UK, Spain, Denmark, Turkey, Hungary, Italy Online employee choice is established and or growing Portugal, Ireland Ireland
Online total reward statements and outsourced benefits administration is of interest to clients France, Belgium, Germany No current requests for online benefits information or administration
Contact List
Andrew F. Cunningham
Commercial Leader EMEA
Health & Benefits
+44 (0) 20 70 86 81 96
Sandrine Fleury
Communication Leader EMEA
Health & Benefits
+33 (0)1 47 83 13 55
