HR leaders like you are managing a lot of key performance indicators (KPIs): Engagement, cost management, employee satisfaction, compliance… the list goes on.
What if we told you that having a benefits communication strategy in place can help you save more time and drive real results for your CHRO?
It’s true. Benefits administration is much more than just enrollment forms and deductibles—but we don’t have to tell you that. When you have the right technology in place, it can streamline your operations, save you time, and even benefit your overall workplace culture.
Benefits have evolved way beyond “enroll and roll.” Employees want—and need—more out of their total rewards to unlock more of their paychecks and tap into key resources for their wellbeing.
For HR, benefits are a key recruitment and retention tool. But even the most competitive benefits plans won’t perform well if your employees don’t understand or aren’t aware of what’s available to them.
Not only do employees need guidance when selecting plans, but they also need ongoing reminders, explanations, and nudges to activate and use their benefits long after enrollment season has ended.
Prove it: When benefits communications and personalization is in place, 42% of employees log in 4+ times after enrollment to view, manage, or engage with their benefits. That’s a 17% lift compared to when communications strategies aren’t in play.
Want another stat? Year-round communications help drive more visibility of your benefit, boosting overall impressions by 5X compared to when personalization and communications aren’t in place. More impressions means employees are building more familiarity with their benefits, making it easier to get the right support at the right time.
1.Use the Right Communication Channels
There’s no one-size-fits-all approach. Some employees prefer email, others respond better to text messages, Slack, or Teams. Start with what your workforce already uses—and don’t be afraid to ask for preferences.
Tip: Nearly 100% of employees prefer email, and 4 in 10 also want text reminders.
2. Highlight the Value, Not Just the Features
Don’t just list benefits—explain why they matter. Many employees don’t understand terms like “critical illness” or “hospital indemnity,” even though these benefits can be financial lifesavers.
Stat: 86% of employees are confused about their benefits, but 79% feel confident when the experience is personalized and value-driven.
3. Communicate Year-Round
Open enrollment isn’t the only time benefits matter. Tie your messaging to real-life moments—mental health awareness, back-to-school, tax season, etc.—to keep benefits relevant and top of mind.
4. Track and Optimize
Use analytics to measure what’s working. Monitor open rates, click-throughs, logins, and benefit utilization to refine your strategy and demonstrate ROI to leadership.
A strong benefits communications strategy isn’t just a “nice to have”—it’s a business imperative. When employees understand and engage with their benefits, they’re healthier, more satisfied, and more likely to stay. And when HR can automate and personalize communications, it frees up time to focus on strategic initiatives.
So, do you have the right benefits communications strategy in place? If not, now’s the time to build one that works—for your people and your bottom line.
