Post-pandemic corporate wellness benefits are more in-demand than ever. A recent AFLAC study found that about 50 percent of employees added at least one paid employer benefit during open enrollment last year.

Now that open enrollment has concluded for 2021, it’s time to assess your employee population trends, what benefits they’ve added, and how to help them understand how to use those benefits and work through direct-service vendors to increase engagement and value.

Create a culture that encourages the use of wellness benefits

The AFLAC study revealed that there’s a disconnect between what employers think about wellness culture and what employees experience. Almost half of all employees surveyed reported that their co-workers and managers see taking paid time off as a positive move. Taking a leave of absence is even less positive, at just 39 percent.

Creating a culture that prioritizes employee mental health is essential in a post-pandemic world. As employees begin to find new balance with remote or blended schedules, consider conducting surveys to see how well your company is creating a culture that encourages the use of the most basic wellness benefits. Work-life balance contributes heavily to positive mental health, and knowing that they’re supported in the use of paid time off can help employees find that balance.

Talk about dollars and cents – in person

Another potential disconnect is how well your staff understands benefits coverage and expected out-of-pocket expenses. Nearly three-fourths of employers think their workers understand the coverage they’ve selected during open enrollment, when in fact only 59 percent of those AFLAC surveyed understand what’s covered. 

Negotiating medical bills and coordinating insurance claims adds to employee mental health stress. Offer one-on-one benefits review meetings to go over coverage and out-of-pocket costs to help employees understand, especially if benefits packages have changed since the last open enrollment period.

More than half of all millennials surveyed prefer working with a benefits advisor in person, so make sure that’s an option. Virtual meetings, intranet resources, and online Q&A sessions for a larger audience can still serve their purpose, but follow up with the offer of an in-person review to verify understanding and see if employees have other questions about their benefits.

Communication promotes a caring culture

More than 84 percent of employees say it’s important that their employer care about them. They equate a caring culture with encouragement to take time off, in-depth and face-to-face conversations about benefit details and how to use them, and a robust benefits package that offers programs that offer value for unique populations and working conditions.

At Aquila, we’re staying ahead of industry trends to better serve our clients in the corporate wellness space. Make sure you offer the best solutions for your employees and that they understand how to use them. 

Lean on Aquila’s more than 25 years of experience providing corporate wellness consulting, implementation, and management. Contact us today to learn how Aquila can help your company stay ahead of changing employee benefits needs and corporate wellness best practices.