Posted on Monday, March 25, 2019 by Bridget Mortland
You invest quite a lot into your benefits program. But do your employees know it?
Most total rewards solutions claim to be a one-stop shop. But, look under the hood. If it isn’t fully integrated with your larger benefits administration platform, employees will get easily frustrated. Worse, they may not use your portal at all. Providers who use third-party systems may offer single-sign-on (SSO) capability but still require the user to go back and forth between sites, resulting in poor utilization rates and lower engagement overall.
Benefits are personal. Make sure your solution allows you to configure the interface to only show content applicable for each employee. For example, you may speak one way to Gen Zs but use other language with Boomers. Depending on the stage of life each employee is in, you might prioritize one type of benefit (e.g., retirement) over another (e.g. tuition reimbursement). You also must ensure that employees are only seeing benefits that are available to them based on their status or tenure.
Total rewards solutions can be “customized” or “configurable.” The first requires a programmer to write new code to facilitate changes in content or presentation. Configurable solutions, on the other hand, allow someone with no technical expertise to edit text, change labels, re-order elements within the interface, and much more. Solutions that aren’t configurable will cost more in change order fees and require longer implementation timelines.