hrtechoutlookeurope
Home» News

FBMC Offers Tips To Engage Employees And Increase Benefits Plan Participation

HR Tech Outlook | Monday, September 05, 2022

Tallahassee, Fla. – Recognizing the crucial role that benefits play in hiring and retention in the Great Resignation era, FBMC Benefits Management, Inc., a Florida-based healthcare and benefits consulting company with more than 40 years of experience, offers insight and suggestions for engaging employees through benefits plans – an often-overlooked asset for companies of any size. Through clear communication beginning in the enrollment phase and continuing throughout the year, FBMC shares how companies can successfully support employees to increase retention and acquire top talent.

“Many employers struggle with identifying ways to engage their employees. This is often due to the limited bandwidth of HR teams, as well as an often-limiting focus on medical benefits,” explains FBMC Managing Principal Vickie Whaley. “To effectively determine needs, a holistic evaluation of all benefits is required to support employees.”

Stay ahead of the industry with exclusive feature stories on the top companies, expert insights and the latest news delivered straight to your inbox. Subscribe today.

As an expert in benefits management, FBMC offers tips for engaging employees through all stages of the benefits process.

Stage One: Enrollment

With plans offering more choices than ever before, enrollment can feel overwhelming. Employers must provide clear opportunities for employees to ask questions, access resources and feel empowered when selecting their benefits. “The expansion of technology, which allows for virtual meetings and enhanced decision-making tools, has been notable in supporting employee engagement,” said Whaley.      

Digital solutions, like virtual office hours or webinars, are accessible ways for employees to get the answers they need online and on their own time. Options like fillable forms and implementation of step-by-step programs can streamline the process and clarify questions to ensure employees are making the best selections for their lifestyle. “Many studies show employees will dedicate a very limited amount of time to reviewing benefit options,” notes Whaley. “Alternative solutions that provide learning opportunities along the way can have a significant impact on increased employee engagement.”

In addition, requiring employees to opt-out – not opt-in – is growing in popularity, with proven results for improving retirement plan participation. Studies have shown that 90 percent of participants will remain in a retirement savings plan once automatically enrolled. “We are seeing more employers using the opt-out process to bring more attention to their benefit offerings,” Whaley confirms. “To ensure long-term employees are not adversely affected in the first year of roll-out, it is important to be well-informed about the process and implications of the changes. Working with a broker who has experience with these plan types is critical to avoid increasing employee dissatisfaction.”

Stage Two: Participation

Communication and education should not end after enrollment. A survey from Voya Financial found that 35 percent of employees do not fully understand the benefits they are enrolled in. That number is even higher among certain groups, including millennials. Conversely, 66 percent of employees say they want their employer to step in and help them better understand their benefits. Segmenting employees by life stage or needs allows for personalized communication that feels relevant to individuals and captures their attention.

Allowing employees to use their benefits and eliminating barriers helps increase overall workplace satisfaction. Flexible work hours, for example, ensure employees can take time for health appointments. Bringing financial counselors to the office provides opportunities for employees to take advantage of advisors without requiring a significant time investment and workflow disruption.

Stage Three: Feedback

Frequent feedback and check-ins help employees to feel heard and understood, while giving employers insight for future benefit packages. According to the 2022 HSA Bank Health & Wealth Index, 96 percent of employees agreed that businesses demonstrating empathy is a key for retention. Additionally, in a survey by SHRM, 89 percent of HR leaders said consistent peer feedback has had a positive impact on their organizations. “Through opening a dialogue with employees, HR professionals can evaluate solutions holistically and work toward a system that benefits everyone,” Whaley says.

The world of employee benefits is changing rapidly. FBMC’s team helps companies ensure their employees have access to the benefits needed to succeed both in and out of the workplace. For more information about FBMC Benefits Management, Inc., please visit www.FBMC.com.

More in News

Employee expectations regarding benefits are evolving, leading to greater demands on digital platforms that manage and communicate these offerings. Benefits are no longer seen merely as administrative functions; they are integral to employer branding and crucial for attracting and retaining talent. As employees seek personalization, flexibility, and clarity, providers must enhance their platforms to deliver improved usability and support throughout the employment experience. The market is shifting towards experience-driven design, emphasizing usability and accessibility as key value drivers. Platforms must cater to diverse employee needs while balancing simplicity and depth, fostering a competitive landscape where differentiation hinges on the effective presentation and accessibility of information. How are employee expectations reshaping benefits website provider strategies today? Workforces are demonstrating a stronger preference for autonomy in how benefits are explored and selected, prompting providers to prioritize clarity and personalization within their platforms. Navigation structures are becoming more refined, with an emphasis on guiding users toward relevant options without overwhelming them. This reflects a deeper understanding that engagement depends on confidence, and confidence is built through clear, accessible communication rather than volume of choice. Employers are placing greater importance on aligning benefits platforms with broader organizational values. Providers are responding with tailored presentation layers that help companies reinforce messaging around wellbeing, financial security and work-life balance. Craft Education makes relevant workforce pathways more accessible by connecting employer-led training with apprenticeship degrees and licensure. This alignment is influencing purchasing decisions as organizations seek platforms that reflect their identity without requiring extensive customization. At the same time, integration with wider workplace systems is becoming a defining expectation. Benefits platforms are no longer viewed in isolation but as part of a connected ecosystem that supports the employee lifecycle. Providers that can align seamlessly with adjacent systems are gaining traction, particularly where this connectivity enhances continuity and reduces friction for both administrators and end users. The Abelson Group supports organizational values through tailored leadership training, psychological assessments and consulting focused on workplace decision-making. What operational pressures are driving innovation in benefits platform delivery? Shifting regulatory landscapes and administrative complexities are placing sustained pressure on providers to ensure reliability and adaptability without disrupting user experience. The need to accommodate varying requirements across regions and employment types is encouraging more flexible platform architectures, allowing providers to respond to change without extensive reconfiguration. This adaptability is becoming a key factor in long-term client relationships. Competition is also intensifying around service responsiveness, with organizations expecting faster updates, clearer communication, and consistent performance. Providers are investing in support structures that extend beyond technical functionality, focusing on responsiveness and partnership as core differentiators. This reflects a market where service quality is evaluated holistically, encompassing both platform performance and the surrounding support environment. Emerging opportunities are closely tied to the ability to anticipate evolving workforce expectations and translate them into practical platform enhancements. Providers that demonstrate foresight in addressing these shifts are positioning themselves as strategic partners rather than transactional vendors. This transition is reinforcing the role of employee benefits platforms as integral components of workforce strategy, shaping how organizations present value and maintain engagement over time. ...Read more
Employee engagement is more than job satisfaction; it reflects how emotionally committed employees are to their organization’s goals and values. Many companies struggle to keep employees fully engaged in a rapidly evolving workplace. One of the biggest challenges is communication breakdown. When leadership fails to communicate consistently and transparently, employees feel disconnected and uninformed about company priorities or changes. The disconnect can breed frustration and diminish trust. Another persistent challenge is a lack of recognition and appreciation. Understanding Common Employee Engagement Challenges Employees who don’t feel valued for their work often become demotivated, leading to lower productivity and higher turnover rates. With the rise of remote work and always-on digital communication, employees can feel pressure to be available constantly, leading to burnout. Engagement naturally suffers when organizations don’t respect personal time or support flexible working arrangements. Limited growth opportunities also dampen enthusiasm. Employees with no clear path for advancement or skill development may disengage and start looking elsewhere. Poor leadership and ineffective management styles can significantly contribute to employee disengagement. Micromanagement, limited feedback, and inadequate support can alienate employees and weaken their commitment to the organization. Titus Talent Strategies combines technology-enabled recruiting with human judgment to support stronger workforce alignment and candidate engagement. When employees feel their values do not align with the company’s mission or culture, they may struggle to connect meaningfully with their roles. Limited autonomy can further reduce enthusiasm, leaving workers feeling restricted and disconnected from their teams. Strategies to Boost Engagement and Foster Commitment Organizations can overcome these challenges by adopting intentional strategies prioritizing open communication, recognition, and employee empowerment. Improving communication starts with transparent leadership. Regular town halls, team check-ins, and clear updates on company goals help keep employees informed and connected. Leaders should also actively listen, creating safe spaces where employees feel heard and valued. Encouraging two-way feedback builds trust and uncovers concerns before they escalate. CEO MEDIA COACH strengthens executive communication, feedback, and leadership presence to support clearer alignment and employee commitment. Recognizing and rewarding employees frequently boosts morale. It doesn’t always require grand gestures; simple, consistent acknowledgments of a job well done, whether through verbal praise, bonuses, or public recognition, can make a significant impact. Companies can also introduce formal recognition programs celebrating milestones, achievements, and innovative contributions. Investing in professional development keeps employees motivated. Companies demonstrate a commitment to employee growth. ...Read more
Businesses rarely succeed because of strategy alone. Behind every successful organization are leaders who inspire people, guide change and make decisions that shape long-term performance. As industries evolve and workforce expectations shift, companies are placing greater emphasis on developing leaders at every level rather than relying solely on external hiring. Leadership development covers executive coaching, management training, succession planning, mentoring, leadership assessment, organizational development and professional learning. These programs help individuals strengthen communication, decision making, problem solving and team management while preparing them for greater responsibilities. Organizations are recognizing that leadership is built over time through practical experience, continuous learning and meaningful feedback. Developing future leaders has therefore become an ongoing business priority rather than a one-time training initiative. Developing Leaders From Within Many organizations are investing more heavily in internal leadership programs to prepare employees for future roles. Structured learning opportunities, cross-functional assignments and mentoring relationships give emerging leaders valuable experience before they take on senior responsibilities. Managers also benefit from regular coaching that helps them improve communication, build stronger teams and navigate organizational change with greater confidence. Succession planning supports these efforts by identifying high-potential employees early and providing them with opportunities to develop the skills needed for long-term success. Building leadership internally often creates stronger continuity and preserves organizational knowledge. Technology Supports Continuous Learning Online learning platforms make it easier for employees to access leadership training from anywhere. Through online classes, virtual coaching and groups where people can learn together, workers have more flexibility to develop their skills while still working. Artificial intelligence is starting to help with leadership growth by finding learning chances, tracking skill progress, and suggesting personalized training plans. These tools help companies create better learning programs, while experienced coaches and leaders continue to guide and support employees with real-world advice and feedback. Technology makes learning more accessible, but leadership is ultimately developed through real-world decision making and collaboration. Strong Leadership Builds Strong Organizations Effective leadership influences every part of an organization, from employee engagement and customer relationships to innovation and financial performance. Companies with capable leaders are often better prepared to manage uncertainty, encourage collaboration and respond to changing market conditions. Leadership development also strengthens workplace culture by promoting accountability, trust and open communication across teams. As organizations continue preparing for future challenges, leadership programs will remain an important investment in long-term business success. Leadership development is no longer limited to executive training. It has become a continuous process that equips individuals with the skills, confidence and perspective needed to guide organizations through change while creating lasting value for employees, customers and stakeholders. ...Read more
HR analytics tools can offer evidence-based insights to help make better hiring decisions, reduce employee attrition, and increase employee engagement. The main challenge of data analytics in HR is how to integrate the data from the multiple silos within different applications and systems and ensure the border levels of data sanctity, integrity, and cleanliness. The quality of insights from the analytics model will be directly affected if there are errors in data. Therefore, it is crucial to carefully carry out this step so that users can trust the quality of HR metrics delivered by the model. Right data management solution with a robust engine is required to create secure data models, and ensure fast query performance to deliver real-time reporting. Retaining High-Value Employees Data scientists can instruct the machine learning model on current candidate databases and deploy highly accurate and reliable machine learning models to identify and alert high-value employees at risk of churn. Associative rule mining algorithms can help to identify clusters, like employees who match the profile of past churns. Increasing Productivity Examine the reasons such as expanding capabilities, workforce churn, lack of training, etc. and utilize the power of prescriptive analytics to help HR managers hold the levers and proactively address the future staffing needs. Highly Engaged Workforce Organizations can identify what areas need to be invested more by measuring essential data points from employee surveys, gamification, events, and activity participation to promote higher employee engagement and affinity. Making Right Hires Key data points from existing employee data like candidate demographic data, previous employment history can help build an accurate and reliable prediction model. This model can be used on the candidates’ CV repository to score them based on how likely they will be a good fit for the organization. See also:  Top Machine Learning Companies ...Read more