We get it. Understanding insurance is difficult and can be confusing. In addition, the benefits employees want and expect are changing. There are now Gen Z employees – those born between 1997 and 2012 – working alongside those who are already grandparents, and they all require employee benefits. The workforce has diversified greatly, especially after the COVID-19 pandemic, and the benefits needs of these different groups of employees are just as diverse.
We get it. Understanding insurance is difficult and can be confusing. In addition, the benefits employees want and expect are changing. There are now Gen Z employees – those born between 1997 and 2012 – working alongside those who are already grandparents, and they all require employee benefits. The workforce has diversified greatly, especially after the COVID-19 pandemic, and the benefits needs of these different groups of employees are just as diverse.
.png)
There are different needs and concerns that span this generational spread, and insurance brokers must be agile in their approach to designing a benefits package and communication for a diverse workforce, as well as exploring new possibilities and options like investing in employee’s mental health.
A cookie-cutter open enrollment and communication process won’t meet the unique needs of employees in 2023. According to a report by Jellyvision, 32% of Gen Z employees aren’t sure they actually know what open enrollment really means. With this new generation entering the workforce, creating bite-sized information pieces with quick and easy definitions can help create a strong foundation for those younger audiences and general audience education. Following the disruption the COVID-19 pandemic caused the workforce, there are more hybrid and remote roles and ultimately, more people spending time at home. Employers must shift their communication channels to optimize for conversations with remote workers. Online resources like educational videos, webinars, and online enrollment platforms give these employees the ability to choose a benefits plan in the comfort of their own homes. Research shows younger employees place more importance on programs that promote wellness and overall wellbeing, such as mental and physical health, and programs that support paid maternity leave and tuition and student loan assistance.
If you are looking to close the generational needs gap with your employees, working with a company like JTS is a great option for building a benefits package. JTS specializes in employee education and crafting experiences that help potential and existing clients choose benefits plans that support complex needs. JTS designs custom benefits booklets, releases newsletters and e-letters, and produces educational videos.There is an online benefit portal and an online option for open enrollment. JTS and its family of companies frequently update their social media feeds to connect with their community and posts industry updates and content. At JTS, a benefits consultant will guide you through the often-confusing process of building a benefits plan. Whether you prefer to chat one-on-one, in a group, or through our call center, a dedicated benefits experts will be there to help you.
It is no surprise that there are vast differences in the generations in the workforce. There are now five generations working alongside each other, all with different financial, medical and lifestyle backgrounds. The same messaging used for older generations is not effective with younger generations and is especially not effective if the intended model is to create tailored experiences like employee benefits. Understanding the distinction between the generations allows employers and insurance brokers to craft more relevant messaging and communication channels.
If you are approaching open enrollment or uncertain how to meet the modern workforce benefit demands, reach out to us today at JTS!
.png)
