Editor's note: We'd like to thank Ann Lloyd ofCheuseAvingSuide.comfor collaborating with us on this week's blog post.

Employee benefit offerings can be powerful motivational tools. They can help steer workers to new opportunities or drive loyalty to current organizations. This has never been more true than in today’s hypercompetitive job market.

But as we discussed recently, offering robust and generous benefit programs isn’t enough. Employers must communicate these programs clearly and concisely since研究显示令人困惑和复杂的福利计划可以是压力诱导 - 以及目前员工和未来的人才前景的真正关注。

One of the main issues weighing heavily on workers, particularly those who are younger and/or in low-wage jobs, is that of money. Benefits, after all, can be quite expensive, depending on how generous or stingy an employer chooses to be.

Here are some best practices for employers to use when coaching more cost-conscious employees through the benefits enrollment process.

Employers continue to migrate to digital employee benefits communications, most especially during this Q4 open enrollment season. Younger and more digitally savvy workers have especially welcomed this transition.

This flight to digital has no doubt been hastened by the continuation of work-from-home policies and the unwelcome return of a year-end slowdown in delivery services at the US Postal Service.

无论原因，作为Omnichannel员工员工的一部分，将雇主接受数字通信的营销活动立即认识到这些先进的营销解决方案的好处。

在过去的几年中，JP Griffin集团利用了几种数字营必威和bob销解决方案。尽管如此，两个尤其值得注意 - 我们的互动福利入学指南和我们的移动钱包卡。两者都大大提高了我们的营销努力，并获得了许多赞誉。

Here are ten improvements we've noted during our migration to digital.

虽然医疗保健复杂性没有什么新鲜事，但是2021年量子健康研究underscores the significant, negative effects on program participants and the employers who fund these complex group medical employee benefit programs.

One of the clearest takeaways from the research is that consumers continue to struggle with healthcare complexity. The key challenges consumers face revolve around understanding their coverage levels, making use of their benefits, finding providers, and understanding their insurance claims or bills.

此外，医疗扫盲已被证明与健康状况直接相关，卫生素质率较高的国家通常具有较低的慢性条件率和较低的整体医疗费用。

这些卫生识字挑战可能导致雇主赞助产品的不知情决策和低于参与和参与，妨碍了保持员工健康和生产力的理想效果。

当公司不断改变他们的福利计划，医疗载体和/或医疗计划的结构时，这些挑战被放大（从PPOS从PPOS跳跃到HMOS，从基于HDHPS，以及从HRA到HSA）时）。这些变化导致员工之间增加的焦虑数量和混乱。

Because change is often inevitable, it’s important that employers consider the findings of this research to reevaluate their employee benefits programs and communication plans, all in an effort to help facilitate employee adoption, productivity, and well-being.

在员工福利工作之前，我花了几十年在线工作（AOL）。对于那些没有足够大的人来记住，AOL是1990年代中期和2000年初的数百万人的互联网的门户，因为“万维网”成为主流。

在那些日子里,美国在线(AOL)的高级领导下注on all sorts of industries they thought they could disrupt, from online dating and car shopping to airline bookings and online auctions. When asked what the company was learning from placing strategic bets in all of these commerce verticals, AOL's Founder Steve Case said, "it appears that anything that's easier to do online than offline will eventually transition to the web."

同样的洞察力现在可以安全地说的telemedicine. While both patients and providers were slow to embrace it, the popularity of telemedicine exploded this past year, while funding for almost anything telehealth-related has been booming.

根据技术供应商AthenHealth那they saw telehealth volumes in their network increase from less than 1% of total volumes pre-pandemic to as high as 32% during the pandemic, before settling in at around 10-11%.

And while it may be tempting to brush off telemedicine as a stopgap measure that served its purpose during this unprecedented healthcare emergency, new research shows that virtual care will long outlast the pandemic itself. In fact, experts predict that the telehealth market is expected to reach $185.6 billion by 2026.

为什么？因为简单地说，它更容易在网上做，而不是离线。

在一个recent study经过Doctor.com, telemedicine was shown to save patients over 100 minutes of their time compared to in-person office visits. Add to this that video visits often trigger a lower co-pay than an in-person appointment, and you have a winning combination – a savings of both timeandmoney.

这些天，退休储蓄是每个人的思想，无论劳动力的年龄或年龄多年。Millennials are concerned they’ll never be able to retire, while baby boomers are choosing to delay retirement — in part because of employer demand for their expertise in the face of a low unemployment rate, but also because many of them haven’t sufficiently saved for retirement. In fact, according toTime’s Money division，28％的潮一年和55岁以上的老年人没有anyretirement savings whatsoever and just over half have less than $50,000 saved.

Even more surprising, the median amount Americans have saved for retirementis just $5,000，这意味着我们有很长的路要走，帮助人们为黄金岁月做好准备。这个数字看起来令人惊讶的低 - 而且它是。美国人在32至61岁的美国人之间的平均退休储蓄仅为96,000美元。然而，Super-Savers的平均值被拉出，所以这数字似乎是人为高的。

随着高扣除健康计划（HDHPS）的普及，现在很多人都已注册health savings accounts（HSA）。虽然人们大多熟悉短期储蓄机会，但这些账户提供医疗保健费用报销，许多人也意识到HSA也是一个可行的退休储蓄选项。

这引出了问题 - 如果人们不得不在投资于他们的401（k）或最大限度的年度之间，那么一个是更好的退休储蓄选项？

A Brief History of Employer-Sponsored Healthcare [From the 1930s to Now]

由于美国人继续辩论经济实惠的护理法案（ACA）的影响，也许快速看看历史时间表雇主赞助医疗保健will provide context for the state ofAmerican healthcareas it exists today.

小开始

So what exactly is行为经济学为什么它是激励行为的有用工具？

行为经济学是使用心理，社会，认知或情绪因素来影响一个人的行为，以便在掌握经济的决策时。

An excellent example of this inworkforce wellnessis when employers use incentives to encourage or discourage a specific thought or action.

在今年早些时候的博客帖子中，赔偿Cafeused smoking as an example of a behavior that many employers may want to discourage, since it's both unhealthy and disruptive. The challenge is doing so in an effective and non-offensive manner.

以下是五种不同类型的行为经济学，以便于改变，使用吸烟作为一个例子。

超过一半的美国工人将在这个网络上在工作时在线购物。根据最近的研究，这是几年前的“工作购物者”的数量是双倍的。罗伯特半技术。

Once an activity only those with desk jobs could get away with, experts point to the ease in which retailers have now made shopping from smartphones as one of the primary drivers of this dramatic increase in online shopping while at work.

虽然大多数工人将在午休期间浏览，但一个令人惊讶的数字将全天铺设，但44％的人承认他们的生产力随着他们的最佳优惠而受到影响。

Among 28 U.S. cities in the survey, Phoenix tops the list of cities with employees who admit to this hit in productivity, with San Diego and Austin following close behind.

那么这个工作场所生产力杀手可以做些什么？简而言之，不多。正如他们所说，抵抗是徒劳的。事实上，在罗伯特的一半也进行了一个单独的调查中，77％的技术领导人表示，他们的公司允许“工作坊”，但相同受访者中的一半以上（52％）表示愿意员工不从工作中购物。（看信息图。)

所以这里有四种方式，作为雇主，可以通过旨在最大限度地减少工作场所中断并维持员工生产力的方式拥抱网络。

Every business owner is concerned about their company’s reputation. It not only affects their ability to attract customers, but also the talent they’re able to recruit. And these days, the internet is providing a much louder voice to a much wider audience, making business reputation management both more difficult and more complicated.

理想情况下，您希望当前和前员工留下贵公司的闪亮认可，并且所有这些都提供，但实际上并非每个人都会这样做。无论您是公司的角色是所有权，领导，营销，营销还是人力资源之一，您的工作的一部分就是幸福地从事商业信誉管理，幸运的是，同样的互联网使过程更加困难地设法提供了一些有用的工具帮助你。

互联网扮演公司声誉的角色

One of the most positive things the internet has bestowed upon us is the ability to be more transparent. We don’t buy anything without researching it and reading every review we can find, so why would job-seeking be any different? People can read the company’s website, but let’s face it: what they really want is the inside scoop. They want the dirt. They want to know why employees leave, what they’re upset about, what they wish they could change, and how good the员工福利真的是。

The term “work-life balance” has gotten quite a bit of buzz in recent years, thanks in part to the new priorities millennials are bringing to the workplace. This idea captures the desire to work and grow in a career, but also the desire to enjoy one’s life outside of work — with the goal of creating a meaningful sense of balance between the two.

However, it’s not just millennials who crave a healthy balance between their working lives and time spent outside the office.

The workforce is currently juggling three different generations (not including the bookend demographic groups of Generation Z and The Silent Generation) who view the working world in different ways. It’s important to define what “work-life balance” truly means to each of them, as it may change how employers can effectively motivate employees.