HRO Today October 2019 - 33

The Benefits Package
ability to bring your pet to work alleviates the stress
and financial burden of having to pay for a pet sitter or
dog walker while at work. Hosting company events and
activities is also a great way for organizations to show
support for their employees. "
She suggests that HR leaders introduce " take your child to
work days, " family company picnics, and paid volunteer
time off that gives employees the opportunity to support
causes that are important to their families.
Communicating Benefit Plans
While organizations may have extensive benefits
packages, they can be left by the wayside if HR leaders do
not make an effort to educate their workforce about the
possibilities.
Torchlight's Romano recommends that organizations
adopt a five-pronged communication approach:
1. Offer consistency. An annual approach to
communications and gathering feedback isn't enough,
especially given the episodic nature of caregiving.
2. Communicate creativity. HR leaders need to cut through
the noise and share information efficiently.
3. Prioritize clarity. Communications should avoid technical
jargon.
4. Command the full audience. Extend communications to
other family members.
5. Act collectively. Leverage the membership and
momentum of other resources, like ERGs, to spread the
word.
" Constantly promoting benefits and being creative with
how you communicate those benefits can help people feel
more comfortable participating in the programs, " says
Guinn of Benefitfocus. " Associate testimonials are one
thing we do. Some of our associates share their stories
in two-minute clips that are embedded directly into our
benefits platform and shared through resource pages and
internal social media channels. "
By putting a face to a success story, these testimonials
normalize the struggles of working families and make
them seem less taboo in the workplace. They also give
benefits programs credibility and create internal wellness
ambassadors who can educate their peers about their
experiences.
Another way that Guinn promotes her organization's
benefits packages is by extending the enrollment period
from the typical two-week time span to 52 weeks. " Life
doesn't happen in a two-week time period when you're
supposed to be looking at benefits, " she says. " We are
intentionally shifting to offer the ability to enroll in certain
benefits throughout the year. "
CHRO Kathie Patterson says Ally Financial
demonstrates its commitment to employees in
serveral ways, including career development,
compensation, well-being programs, and benefit
offerings. She says employers need to support
employees by focusing on work-life connectedness,
not balance. Ally Financial's employees get the
flexibility and benefits they need to successfully
navigate their work life and their home life.
Benefitfocus has identified moments that matter
throughout the year, focusing on a different set of
benefits each quarter based on the needs and priorities of
its employees. For example:
* quarter one focuses on financial well-being;
* quarter two focuses on health;
* quarter three focuses on lifestyle benefits; and
* quarter four focuses on core benefits.
Guinn says that targeting a different set of benefits
throughout the year allows the company to avoid
" paralysis by analysis " and deliver a better employee
experience.
OCTOBER 2019 | www.hrotoday.com
[33]
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HRO Today October 2019

Table of Contents for the Digital Edition of HRO Today October 2019

HRO Today October 2019 - 1
HRO Today October 2019 - 2
HRO Today October 2019 - 3
HRO Today October 2019 - 4
HRO Today October 2019 - 5
HRO Today October 2019 - 6
HRO Today October 2019 - 7
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