Comprehensive benefits plans show manufacturing employees that their employer is invested in their health and future. A benefits plan also attract and retain workers, as well as reduce healthcare costs across the entire company.
Due to the countless advantages that a benefits plan delivers, it is important for businesses to properly introduce their plans to employees. Both new and long-term employees should be continuously updated with information regarding plan changes. Here are some simple tips for introducing manufacturing employees to a new benefits plan.
1. Encourage Employees To Get Involved
Employees are more likely to participate in benefit programs when they are involved in their creation and implementation. Benefits must be deemed useful and relevant in order for workers to use them effectively. For example, a small manufacturing company may choose not to offer childcare services if few to no employees have children.
Instead, these funds could be allocated to benefits that have a higher anticipated participation rate, such as paid-time-off (PTO), flexible hours, or gym memberships. There is no one-size-fits-all approach to employee benefits. Encourage employees to share their ideas and opinions regarding which benefits should be offered and which should be discontinued.
Provide employees with multiple ways to reach out to company leaders and provide feedback, even anonymously, such as through online questionnaires or polls. It also can be useful to host regular meetings to discuss employee benefits, answer questions that workers may have, and share new or updated benefits information.
2. Develop A Successful Communications Plan
Getting manufacturing employees to sign up for benefits is not as easy as sending a group email. It is necessary to develop a communications plan that will help employees better understand what benefits are available and how to participate in plans and programs. Leverage benefit administration platforms to generate valuable benefits information and regularly schedule updates to share with employees.
Messages sent to workers regarding employee benefits should be easy to understand, take minimal time to read, and foster a positive impression of benefits. Employees will react to available benefits based on how well the business frames its message.
Communicate that the company is delivering improved benefits that have been hand-selected with the unique needs of the workforce in mind. Avoid using industry jargon and instead, keep the message simple and in terms that all employees can understand.
3. Create Marketing Materials That Draw In Employees
It is important to create marketing materials that speak to the unique needs of employees. Find ways to present information in a way that showcases the advantages of the benefits plans and encourages employees to enroll. Marketing materials should not only focus on what benefits are available, but also why employees should participate in these plans and programs.
How marketing materials are presented to employees also may impact how workers respond. Today, many employees rely on technology to obtain information about what company benefits are available.
Ensure that benefit information is easily accessible online. Also, send regular messages through a variety of communication methods, such as email, text messaging, traditional mail, and workplace memos. Many businesses also connect with employees through phone calls.
4. Share Employee Success Stories
People are often motivated to take action when they hear about others who have experienced a successful outcome. This concept also applies to employee benefits. Increase positivity surrounding employee benefits by asking employees to share their success stories with their peers.
Positive testimonials are a valuable component of any marketing campaign, whether the success story is told in person, written on paper, or shown online via video format. Employees with exceptional leadership skills should be offered a position as a brand and benefit ambassador for the company.
Benefit ambassadors are responsible for getting the entire workforce excited about their benefits. Ideally, a manufacturing company should create a team of brand and benefit ambassadors who will share their experiences with choosing benefits, handling claims, and receiving discounts. They also should encourage their peers to participate in enrollment each year.
Speak With An Employee Benefits Consulting Firm
Communicating with manufacturing employees about a new benefits plan can be challenging, but rewarding. In the United States, the open enrollment period is the perfect time for employees to elect or change their benefit options with their employer, including important benefits like health insurance, life insurance, and retirement accounts. If businesses encounter a low participation rate during open enrollment, poor communication with employees may be to blame.
Finding creative ways to introduce manufacturing employees to a new benefit plan can help ensure satisfactory participation. To learn more about how to best introduce manufacturing employees to a new benefits plan or to speak with an experienced employee benefits consulting firm, request a consultation with the benefits consultants at New City Insurance.