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Employee Communications
Exchange ideas about health plans, retirement, work/life benefits, and employee assistance.
What are the most effective ways that anyone has found to communicate the availability and value of "soft" benefits (i.e. EAP benefits) to employees?
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Employee Communications

posted at 7/21/2009 2:46 PM EDT
Posts: 11
First: 6/10/2009
Last: 7/21/2009
What are the most effective ways that anyone has found to communicate the availability and value of "soft" benefits (i.e. EAP benefits) to employees?
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Employee Communications

posted at 7/22/2009 5:50 AM EDT
Posts: 1047
First: 4/11/2002
Last: 9/14/2011
Through proven ROI calculations, if possible. If it can't be measured, employers really shouldn't be interested in it. This has been a huge issue when it comes to Wellness and Disease Management Programs. Until recently, every vendor measured ROI differently, and I must say, while looking through rose-colored spectacles. Fortunatey, standardization in ROI measurement is starting to come into play for these programs.

A lot of what I do focuses on indirect costs associated with poor health, which can be 2 to 4 times that of direct medical costs. I have both generic and refined programs that can help my clients see what this impact has on their bottom lines when it comes to absenteeism and presenteeism. It's important for businesses to see these figures so that they stop putting their medical plans in a financial vacuum and slashing the benefits.

While I can properly review EAP Programs and make marketing comparisons, I haven't really seen ROI studies that aren't overly generic.
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Employee Communications

posted at 7/22/2009 6:43 AM EDT
Posts: 21
First: 6/17/2009
Last: 6/21/2010
We have used benefit statements in the past. Some employees like them and some don't. However, they don't address the availability question you posted.
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