Health Insurance and Wellness Programs

Health insurance is a foundational part of compensation, with key benefit types. Common benefits include basic health coverage, vision insurance, and dental insurance. Paid time off also relates to health plans. Employees can use this time to recover from illnesses and surgeries, for example. Other types of insurance include disability insurance and life insurance. The most comprehensive plans will also provide cover for these.

It is one of the highest expenses for both company and employee. In addition to the financial expense, healthcare and future health security is a top concern for the workforce.

Because of this importance, organizations have an opportunity to solve this issue through their benefits. With the right plan, they stand to gain considerably. Firstly, they will be able to enjoy a workforce with less anxiety for their future. Secondly, it improves individual workers’ morale. It keeps employees motivated to do the best job they can.

A well-made benefits plan will give a far greater return on its investment than by giving the money directly to employees. This is because organizations negotiate better deals than individual employees. Secondly, benefits are not interchangeable for money at a foundational level. By offering benefits, especially around something as crucial as healthcare, companies build their culture. They strengthen their identity, improve organizational morale, and they foster a sense of belonging among the workforces.

Considering the importance of health insurance, it follows that high, comprehensive coverage attracts the best talent. While contributing to the best workforce possible, health benefits have another advantage. They keep organizations competitive.

Challenges to health insurance

Getting health insurance right is not as straightforward as it might seem. The benefits will vary depending on the individual’s needs. A younger employee will have different health insurance desires and needs compared to an older employee. As a result, plans will need a level of flexibility. This causes complications. Benefits for two different employees at the same level of compensation need to remain equivalent.

The second issue is how to remain competitive in an ever-changing environment. Each industry will have different manifestations of competitive health insurance. Each company will have its own best way of achieving it. The budget, goals, and needs of the existing workforce dictate this.

Gathering data to create a health benefits plan

There are two forms of data that are necessary for a benefits plan. Internal data, and external data. When gathering internal data, the right form of communication with the workforce is critical. This is one of the most helpful sources of information a company has. Current employees will say what works and what needs improvement. They will give insights and details that would be difficult to find by other means. For example, the employees may want comprehensive dental or vision insurance. Others will want wellness programs. This information empowers HR departments to create health packages with value disproportionate to the cost.

When gathering data from the workforce, consider anonymity. This will improve data accuracy. This is because employees will not be afraid of repercussions for giving a negative response.

It is important to consider the quality of the questions asked. Are they designed to guide the staff toward an answer? If so, this will negatively affect the quality of the data. The number of questions is also important. For example, if the most important questions are at the end and the survey is too long, the questionnaire length alone could stop you from gaining the most important data.

Final notes on best practice:

• When gathering data, make sure to ask all levels of the workforce.
• Keep questionnaires visually appealing and concise. The goal is to make engagement easy.
• Consider giving small gifts as an incentive for participation.
• Be sure to share the results across the organization at each step of the way. It is important to involve employees where possible. This fosters the feeling of purpose and ownership.
• Assess any new strategies with smaller groups, repeating the earlier feedback processes. This will give you confidence that your new health benefits are effective for the workforce.
• Research on the feeling of current health benefits should be annual. It can coincide with annual budgets and subscriptions to services.
• It is always important to consider local laws to ensure that your health benefits packages are compliant.

Health Reimbursement Accounts

These function as a pre-paid account. This is how it works. There is a certain amount that the company is willing to pay to reimburse medical related issues, and employees can use this. The money is not in the account at any point in time, but this does not matter. It functions to show the commitment of the company to pay medical expenses. The accounts have their own parameters for what is eligible and what is not. There are multiple types of health reimbursement accounts with different rules. For example, the budget may reset annually, or it may roll over from year to year.

Survey data

One of the most effective sources of data for organizations comes from surveys. Gaining information from your workforce is essential for equity and situation specific circumstances. However, external competitiveness is another issue. For this, survey data is best. Survey data enables the user to access trustworthy insights on their competitors. It shows where to achieve the highest amount of impact with the lowest expense. It also brings to attention a clear oversight of the industry. This helps find trends and patterns.

Conclusion

Transparency matters when creating health benefits. Trustworthy, broad data relies on it. Clear communication does too. Having it throughout an organization reduces the possibility of friction and misunderstanding. This improves the likelihood that the health benefits achieve the desired result.