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| 5 MIN READ

Self-Service Benefits Administration Helps Employees Engage

Most HR teams never rest. In companies large and small, HR has a hand in nearly everything, including recruitment, onboarding, and employee benefits administration. When you’re pulled so many directions, and asked to wear multiple hats, it can be tough to focus on higher-level projects and strategies meant to help your company achieve long-range goals.

Benefits administration and self-service features

For years, businesses and organizations have turned to HR software in an effort to streamline operations and support various HR functions, including payroll, time & attendance, applicant tracking and recruiting. While some tools are only accessible to administrators, many are designed to include employee-facing features. That includes benefits administration software.

Self-service benefits administration can help HR save time, while helping your employees engage with their benefits.

When companies provide employee-friendly benefits portals, they’re giving workers the ability to access and update relevant information, and engage with the system on their own. And, when workers can manage their own information, it frees up HR from having to do extra work.

  • With things like mobile delivery, and easy-to-use interfaces, benefits administration software makes it easier for employees to access and update their personal information whenever they need to.  
  • Self-service features can free up HR departments to focus on strategic projects that impact the business.

Via employee benefits, carriers can stay up-to-date on information such as:

  • Employee personal data, such as contact information
  • Benefits enrollment (initial, annual, and anything that the employee updates during the year)

Beyond self-service portals, there are a number of other ways you can encourage employees to engage with the larger benefits picture at your company. We’ll review three of these below.

Benefits administration software can provide your company with enrollment support, along with other resources employees can use on their own. BeneTrac’s system is built to help your workers gain a better understanding of their benefit plan and options. Request a demo, and learn more.

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employee looking at tablet

How employees engage with benefits

Opening the door to self-service tools can help encourage employees to engage with their benefits. Here are three additional ways you can help get employees involved with your company’s benefits plan:

1. Invite your employees to offer feedback                                                                                                                                           

Whether through formal surveys, or informal conversations, most employees appreciate a chance to give feedback about their benefits.

As a benefits administrator, this information can help you:

  • learn which benefits employees value most;
  • track different opinions among employee groups and tiers; and
  • find out what employees want (that the company might not be offering).

However, when you check in with employees about benefits, it can create an expectation that the company is considering changing your benefits plan. Be sure to let employees know where you are in the process—whether you’re gathering informal data, preparing to find a new carrier, or something else.

2. Check to see how well your benefits line up with your company’s culture

As an HR professional, you’ve most likely read your share of articles, attended trainings, and had conversation about company culture. In today’s business world, culture is wrapped up in nearly every facet of work, including recruiting, onboarding, and retention. But what about benefits?

In a perfect world, your benefits will align with your company’s overall strategy and values. When they do, this can help foster a new level of commitment from your employees. It might sound great in theory, but how can you put it into practice?

  • One way to reinforce this message is through positive feedback from company leaders. While you can’t force employees to use their benefits, your leaders can speak of their own experience of benefits in a positive light, especially when they’ve received care.
  • You can also point toward your benefits plan as a way your company encourages a strong work-life balance. Your company wants people to get the care they need when they need it. And you also want them to care about being and staying healthy.

3. Focus on the communication you build around benefits

When benefits are a part of other company conversations and communications, it offers you a chance to make sure that employees understand the full scope of the benefits you offer.

  • If certain benefits are being under-utilized, consider highlighting these in the company newsletter, or on the employee intranet.
  • Consider sending out periodic reminders about certain types of benefits at different times of year. For example, does your health plan include free flu shots or other seasonal immunizations? If so, you can highlight these at appropriate times. 

Rather than only talking about benefits during open enrollment, find ways to weave them into the broader conversation of what your company is about. That way, employees can begin to see how your benefits plan is part of your larger strategy—and how easily they can engage with them.

Is benefits administration software part of your larger organizational strategy? Find out how BeneTrac’s employee-facing features and services can help you build a more engaged and healthier workforce. Contact a BeneTrac representative today to learn more.

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