Do your benefits align with your organization’s values and connect your employees to your mission? In a 2017 survey, polling organization Gallup found that only 41 percent of U.S. employees said that they knew what their company stands for. The same research showed that a 10 percent improvement in this understanding led to an 8.1 percent decrease in turnover and a 4.4 percent increase in profitability.
Used correctly, your benefits package can demonstrate your values and create a better experience for your employees, whether they’re at work or at home. Join BambooHR and League to explore how to use your benefits program to promote an improved employee experience.
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Employee Experience Matters
How Did We Get Here?
• Low unemployment rates
• Easier job searching/recruiting capabilities
• Remote working options
• Gig economy/freelance trends
• Rising employee expectations
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Employee Experience Matters
What You’ll Learn Today
• How to integrate employee experience and employee benefits
• Ways to strengthen your benefits offering
• Effective techniques for providing employee benefits
• How to encourage employee adoption of new benefits initiatives
• Strategies to expand the impact of your benefits
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Employee Experience Matters
• Platforms and programs must work for
employees, not just HR
• Remove confusing/frustrating processes
• Take a consumer-centric approach
• You must match consumer experiences
(Ex. Netflix, Uber, Amazon Prime)
Focus on Integrating
Employee Experience
with Benefits
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Employee Experience Matters
• Payroll and PTO: make sure people get their pay approved
• Compliance: make sure the organization avoids legal fees
• Health Benefits: keep employees healthy so they stay
productive
Baseline HR:
Financial Focus
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Employee Experience Matters
Benefit:
a payment or gift, as one made
to help someone or given by an
employer, an insurance
company, or a public agency.
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Employee Experience Matters
• Cosmetic “culture” initiatives: Xbox rooms, nap pods, etc.
• Internal Employer PR: presenting values to your employees
• Satisfaction: focusing on “happy” employees or a “fun”
workplace
Extra HR: Token Efforts
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Employee Experience Matters
For Someone’s Benefit (Idiom):
So as to produce a desired effect
in another’s mind, e.g.,
“I hope you like our new values.
We paid our PR firm $10,000 to
make them for us.”
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Employee Experience Matters
• Covers the essentials of Baseline HR
• Addresses the hidden financial impact
of Extra HR issues
• Strategic HR helps the organization
continue to develop and grow
Strategic HR
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Employee Experience Matters
Table Stakes Objectives
for Employee Benefits
• Flexible enough to meet most needs and relieve stress
• Strategic benefit options designed to improve the
employee experience
• Clear communication of experience philosophy and
benefits offered
• Incorporated into daily lives in meaningful ways
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Employee Experience Matters
Meeting Baseline Objectives:
Steps to Success
1. Cross reference benefits survey with utilization report
2. Clearly connect benefits offered with organizational goals
and mission statement
3. Develop and execute a year-long internal communications plan
4. Flagship opportunities for employee benefit utilization
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Employee Experience Matters
What Employees Expect:
Medical Benefits
• Financial security from catastrophic illness or accidents
• Improved quality of life with preventive medicine
• Conformity to the tradition of employer-sponsored
insurance
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Employee Experience Matters
What Employers Expect:
Medical Benefits
• Compliance with the ACA and other government regulations
• Long-term affordability to meet the budget
• Increased productivity and reduced employee absence
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Employee Experience Matters
Benefits Scorecard – Employee Experience
Scale: 1-6 with 6 being superb Provider A Provider B Provider C Provider D
Customer Service 3 4 6 4
Web Tools 3 5 5 4
Telemedicine 2 2 5 3
Wellness 3 5 4 3
Network Size 6 4 3 3
Specialist Access/Price Point 2 3 4 6
Subtotal (Employee Experience) 19 23 27 23
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Employee Experience Matters
Benefits Scorecard – Employer Experience
Scale: 1-6 with 6 being superb Provider A Provider B Provider C Provider D
Ease of Administration/Web Tools 1 4 5 4
National Capabilities 3 2 4 4
Funding Options 2 3 5 3
Bundling (Wide Product Selection) 3 4 5 3
Multiple Networks 4 4 5 3
Subtotal (Employer Experience) 13 16 24 17
TOTAL: Employee + Employer 32 24 51 47
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Employee Experience Matters
Finding the Middle Ground
Salary Medical Savings
LEAD ✓
MATCH
Median Income:
$44,564
Average Premium/Deductible:
$9,996/$7.983
(Up to 40% of Median Income)
Average Company
401(k)/RSP Match:
4.7% of Salary
LAG X X
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Employee Experience Matters
Encouraging Adoption:
Steps to Success
• Choose a benefits partner with a mobile-first platform
• Test and reference customer care experiences
• Use tech to consolidate your employee services and
total rewards
• Include virtual care services in your plan design
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Employee Experience Matters
Setting Up a Benefits
Drip Campaign
• Drip Campaign: sending information repeatedly over
longer periods of time to encourage adoption
• Drip campaigns take action instead of waiting for reaction
• Plan your drip campaign months for the entire year
• Map out email campaigns and onsite activities
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Employee Experience Matters
Going Beyond
Benefits Selection
• Optional after-hours classes that match your values
(e.g. financial literacy, parenting, marketing book club)
• Company challenges give bookend drips, both when you
announce the challenge and when you announce the results
• Give new employees the full open enrollment experience (e.g.
monthly presentation from 401k/RSP provider)
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Employee Experience Matters
Expanding benefits
impact
• Matching employee enthusiasm for personal health
• Offering rewards with a health and wellness focus
• Workplace offerings that appeal to your desired employee
• Merge benefits and wellness to increase value of spend
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Employee Experience Matters
Expanding Impact:
Steps to Success
1. Make employee wellness a focal point of
your “employer brand” materials
2. Provide healthy reward programs like
Lifestyle Spending Accounts (LSAs)
3. Customize benefit offerings based on
desired retention goals
4. Co-design a wellness program with your
benefits partner
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Employee Experience Matters
Benefits that
Demonstrate Your Values
• Mission: This is your organization’s purpose
• Vision: That you want to accomplish
• Goals: Concrete tasks to turn mission into reality
• Values: Larger patterns in your goals
• Culture: How values and goals play out in real time
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Employee Experience Matters
Only 22% of executives
believe their companies are
excellent at building a
differentiated employee
experience.
Deloitte Global Human Capital Trends, 2017
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Employee Experience Matters
Championing the
Employee Experience
• Lead employee experience: Be an agent for change
• Use employee benefits as your secret weapon
• Integrate wellness directly into employee experience
• Report on retention and acquisition metrics to c-suite
42. League: An end-to-end Digital Health Benefits Platform
Members
Health Marketplace
Virtual Care
Health Advice
Digital Wallet
Employers
Advisory
Plan Design
Insights
Enrolment
Administrators
Customer Care
Reporting
HR Integration
Consolidated Billing
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Employee Experience Matters
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