Despite many employers’ best efforts to improve the benefits packages they offer, a recent survey shows that employee satisfaction with their health plans is not increasing.

The report concluded that employees are likely to feel their benefits are stagnant because of the cost of family health coverage as well as the complexity of benefits. The report suggested employers get more creative in how they communicate their health benefits to employees; a large percentage of respondents said managing the cost of health benefits is a top priority, but only half of those respondents said they have an effective strategy to do so.

Prescription drugs and the cost of medical services are the top cost management challenges for employers. Another challenge is the makeup of the workforce, which now consists of five generations. Satisfying the wide-ranging benefit expectations of these diverse employees within an affordable cost range requires employers to adapt. 

For employers, the report recommends increasing benefits choices and flexibility by letting your staff select plans that best fit their needs. 
One way employers can cater to their staff is to add voluntary benefits like life insurance and long-term care, among other similar options. These types of programs can help employees financially weather an emergency that would cost them dearly without proper coverage.

By offering employees the opportunity to customize their benefits, employers foster greater satisfaction and more productive work-life integration. 

Other ways employers can boost employee satisfaction with their health plans:

  • Offer multiple medical plans, so that your staff can choose one that best fits their budget and health care needs.
  • Offer employer-sponsored dental plans and group life insurance.
  • Make health savings accounts available, so that employees can sock away funds tax-free and build a reserve of funds to pay for health care after they retire.
  • Offer tuition assistance as a voluntary benefit, and adopt debt counseling and student loan forgiveness programs to help reduce employee stress.
  • Expand and change the use of voluntary options to keep benefits offerings competitive for a diverse set of employees. Examples include critical illness coverage, legal services, identity theft protection, and commuter benefits.

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