Historically, access to mobile health meant that your doctor made house calls. Today, thanks to smartphone technology and more than 250,000 apps, mobile health access is unlimited – people can easily track their wellness goals and stay engaged throughout their health journeys, all without a healthcare provider.
Did you know that roughly 85 percent of employees’ mental health conditions go undiagnosed or untreated? Did you know that 1 in 5 adults in the U.S. (43.8 million people!) experiences mental illness every year? Did you know that mental health conditions cost employers more than $100 billion and 217 million lost workdays each year?
Most people have a bias about different generations of people. Millennials are often seen as tech-savvy, Boomers not so much. Gen Xers are seen as conscientious and hardworking, while Millennials are lazy yet entitled. Although some of these biases have strains of truth, holding too tightly to them could be standing in the way of helping your employees work effectively together.
You’re spending time and money to plan, provide, and promote your benefits, but guess what? Your employees aren’t paying attention.
No need for a spoiler alert, because apparently you already knew that. The International Foundation of Employee Benefits Plans reveals that 80% of plan sponsors admit their employees aren’t reading communications materials. So, you know there’s a problem. What you may not be sure about, though, is what to do.
College basketball is in the homestretch, with the NCAA men's basketball championship game set for next Monday, April 3. If your basketball bracket crumbled in the first few rounds, get a second chance with our benefits one – you can’t lose!
Happy holidays from Businessolver! In the spirit of the season, we’re delighted to bring you the 12 Days of Benefits:
In the 21st century, benefits professionals can feel like David working to overcome Goliath-like concerns around rising costs, employee engagement, regulatory compliance, data security – all while meeting business objectives.
With so much to do, it’s easy to take charge and make executive decisions based on what our employees want … or, rather, what we think they want. It’s with the best intentions, of course. However, many times, leaders are so committed to what they think is right for their organization, a project, or customer that they become resistant to persuasive arguments – or hard evidence – otherwise, to the detriment of the group they’re leading. We’re all guilty of doing it at some point right? I know I am.
Security might not be a popular topic around the office, but it is an important one—especially if you’re in the benefits industry. By nature, the PHI that is handled—from Social Security numbers to medical information—makes HR and healthcare extremely attractive targets for cyber hackers. Handling this sensitive data means HR administrators need to ensure they’re making data security a priority within their organization. It’s HR’s job to protect your people – that includes protecting their most personal information.
The data is sad and shocking: More than two-thirds of Americans (76%) live paycheck to paycheck. Not saving, not setting goals for the future – merely surviving one Friday to another two weeks later. That’s no way to live. And of course as HR people, our first instinct is to want to help.
So, 100 percent raises for everyone, right?
We’ve all been stuck in a situation where we have had to make a difficult choice. But what was it specifically that made the choice so difficult? Was there too many choices vying for your attention? Did you struggle with coming up with the right criteria on which to base your decision? Maybe you were limited on time, or maybe you weren’t an expert on what you were evaluating, making it difficult to know where to start evaluating at all. Maybe you felt so overwhelmed by all the different options that you even considered just picking blindly.