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3 Tips to Improve Acceptance of Employee Benefits Changes

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Modifying Employee Benefits & Minimizing Resistance

Making employee benefits changes and package modifications are sometimes not easily understood by staff. In some cases, making changes to employee benefits do not receive the widespread acceptance that an employer might hope for.

There are numerous ways employers can explain employee benefits changes. The objective is to provide a better understanding of necessary modifications to employee benefits while minimizing resistance that could derail the entire procedure.

In this post, our employee benefits brokers offer 3 Tips on how to better communicate employee benefits changes.

Tip 1: Lead by Example When Implementing Employee Benefits Changes

Informal and formal leaders, as well as those who have the ability to influence decision-making processes, need to support the employee benefits changes completely.

Any attempt to present adapted or modified versions of employee benefits without sincerity and honesty on behalf of people in these leading positions may appear hollow. Contemplate having the CEO explain proposed changes in a clear and sincere message to employees.

Tip 2: Involve Employees in the Benefits Changes Process

Employees who are involved from the outset in the process of implementing employee benefits changes are more likely to be receptive to proposed revisions.

Surveys or focus groups are excellent ways to explore the preferences and needs of employees. Avoid asking questions that you may not want to hear the answers to. Also avoid bringing up any other elements that are not on the table for amendment.

Tip 3: Clearly Communicate Potential Benefits Changes

While you can’t reveal everything to all your employees, be candid about what is evolved and why the employee benefits changes are necessary.

  • Identify stakeholders and important messages
  • Develop a timeline
  • And provide employees with adequate feedback channels

If uncertain about how to develop an acceptable communication mechanism, ask your employees for their input.

Employees don’t always interpret employee benefits changes as being necessary or beneficial. The onus is on employers to provide a clear explanation of modifications and how the adaptations will affect employees. You will also need to communicate whether or not employees will be provided with opportunities to contribute and respond.

About Benefits Strategies

For over 30 years Benefits Strategies have been providing creative, customized benefits programs for executives and employees. Our plans not only increase employee morale and satisfaction, they also elevate your business profile.

If you have any questions or need assistance with communicating employee benefit changes, please call our Edmonton office at 1-780-437-5070 or send us an email.

You can read more about the Canadian Human Rights Pension and Insurance Regulations on the Government of Canada’s Justice Laws website.

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Can Employee Benefits Drive Employee Engagement?

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Benefits of Employee Engagement

Employee benefits do help in improving employee engagement. In fact, as employee engagement rises, more than ever we are seeing positive spinoffs such as:

  • Lower employee turnover
  • Improved customer satisfaction
  • Elevated profitability
  • Increases in productivity
  • Reduction in absenteeism
  • Improved morale

Read more in our article Employee Well Being & Productivity – Survey Results.

1. Employee Benefits That Drive Engagement

To date, improved employee engagement results are more of an unintended consequence than a calculated implementation on behalf of an employer. As employee benefits are implemented, employees become more engaged and the advantages can often be immediate.

Varying percentages of employers view the following benefits as being most favourable for improving employee engagement:

  • Flexible Work Provisions — 39%
  • Human Resources Policies — 34%
  • A Healthy Work Environment — 29%
  • On Site Flu Shots — 26%

Even though most of these are cultural benefits and not related to employee benefits plans, as much as 97% of plan sponsors and 88% of plan members currently under flex plans agree that they prefer these programs.

2. More Employee Benefits Choices Help Power More Engagement

Expanding traditional employee benefits plans to include individual decision-making capabilities prompt significantly more engagement than a prescribed list of benefits. Allowing a degree of control over benefits where employees can choose coverage most appropriate to their own needs helps to build confidence and trust.

Malleability does not mean more choices will increase employer administration complexity however. Alternative plans are possible without adding additional pressure to management or human resources.

3. Employee Benefits — Planning for Engagement

At Benefit Strategies Inc., we recommend that you consider an employee benefits plan design with employee engagement in mind. Focus on what is significant to your employees to help improve their percentage of engagement. Our employee benefits brokers can help you contemplate offerings that provide the best results, such as flexibility and financial literacy.

Employees, who feel financially prepared, experience less stress, are healthier overall, and do exhibit more engagement and productivity. Integrating financial planning courses into your employee benefits curriculum can have significant advantages for employers.

Communication is key to incorporating any change and will keep the process relatively painless for human resources and management to administer.

  • Create circumstances where employees can provide feedback
  • Review options and encourage employee interaction
  • Highlight the well being of individual employees

Let our employee benefits brokers show you how you can propose new employee benefits features without completely disengaging from traditional plans. By increasing the opportunity for employee choices you will not only support positive health but also keep your employee benefits financially sustainable for the long term.

About Benefit Strategies

Located in Edmonton, Alberta, Benefit Strategies Inc. is here to help you create a flexible employee benefits package designed to interest and retain top employees. We provide value analyses backed with dependable advice, while working with the top benefits providers across Canada.

Whether your business is in Alberta, the Northwest Territories or any of the Western Provinces, our employee benefits brokers can help.

If you have any questions about improving employee engagement with the help of your employee benefits plan, please send us an email or call Benefit Strategies office in Edmonton at 1-780-437-5070.

For more information, check out these articles including How to Increase Employee Engagement of Your Benefits Plan plus, an article by Custom Insight entitled, What Is Employee Engagement.

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