2. The role of benefits communication
Unum national survey1 - examined how benefits education influences employee satisfaction and engagement.
Findings show you can maximize your benefits investment:
Using effective employee benefits education
With a proven combination of tools and timing
At little or no added cost
Employers have a tough challenge. They want to do the right thing for employees – but it’s getting harder to do in these budget-conscious times. And they have to align benefits spending with the company’s strategic goals.
That’s why the findings of this study are so relevant.
Over the years, studies have shown how effective education can markedly increase employees’ satisfaction with their benefits.
Since employees appear to value those communications so highly, Unum wanted to see if it is possible to get more mileage out of an effective benefits education strategy. So the company conducted a national survey of more than 1,000 adults who are employed full-time.
The results are striking:
With the right strategy in place, the survey shows that an effective benefits communication plan can have a positive influence on employee engagement and job satisfaction, and their feelings of loyalty for their company.
When you consider that a Watson Wyatt survey showed that engaged employees are 26% more productive than their less engaged peers, you can see how this can represent a significant return on investment for benefits spending.
1 Unum, “Employee Education and Enrollment Survey,” January 2009.

3. Benefits education clearly enhances workplace satisfaction
Quality communications can drive employee perceptions
This chart shows the strong correlation between employee perception of their benefits communications with higher levels of workplace satisfaction.
It’s interesting to note that a lower-quality benefits plan was still better perceived when employees thought their benefits communications were very good or excellent.
But the amazing payoff is the 91%: that’s the result when you pair a solid benefits plan with great education. And that’s a lot of happy employees!
Unum, “Employee Education and Enrollment Survey,” January 2009.

4. A positive influence on key drivers of workplace satisfaction
Employees who receive quality benefits education report greater satisfaction
The data shows that employees who believe their benefits were effectively communicated are more likely to feel their employer values their work and cares about their well being.
These employees show much higher levels of engagement, morale and loyalty, compared to those who felt they received fair or poor information about their benefits.
In fact, the majority of those surveyed said they would stay with their current employer even if offered better pay elsewhere.
This positive impact on retention can help defray the high cost of employee turnover — another significant return on your benefits investment.
Unum, “Employee Education and Enrollment Survey,” January 2009.

5. A variety of communication tools fit diverse learning styles
Visual learners prefer videos or printed materials with images.
Auditory learners prefer podcasts, video or spoken communications.
Hands-on learners do better with online interactive tools or worksheets they can fill out.
Minimum of 3
learning options
helps support
different
learning styles
With so much at stake – it’s important to nail down the elements that make these results possible.
The first important factor is the amount of communication tools employees need to feel informed.
The survey shows that employees preferred having at least three communication tools available to them. This makes sense when you consider that not everyone uses the same learning style to absorb information.
Visual learners may prefer videos or printed materials with images.
Auditory learners usually prefer podcasts, video or spoken communications.
Hands-on learners are “hands-on” and may do better with online interactive tools or worksheets they can fill out.
By offering a variety of print, electronic media and meetings, when possible, you can make sure everyone has an opportunity to comprehend the information.
Unum, “Employee Education and Enrollment Survey,” January 2009.

6. Benefits plan communications need sufficient time
3 weeks = optimal time to make informed choice
Gives employees sufficient time to:
Take materials home
Evaluate their personal situations
Attend informational meetings
Consult with relatives or friends
Do some additional research
Put it
all
together …
Second - what timeframe works the best?
Unum’s research shows that employees who started receiving benefits communications more than three weeks prior to their enrollment deadline were much more likely to report they had enough time to make informed choices.
It’s not just a matter of “reading” time – many employees like to share the information with a spouse of family members. Others want to do additional research online.
Key message is that it takes both a minimum of 3 weeks and at least 3 communication tools to maximize a benefits investment. And this approach requires little or no added costs.
Unum, “Employee Education and Enrollment Survey,” January 2009.

7. This 3+3 model improves employees’ understanding
Employees who have at least 3 weeks and 3 communication tools:
91% have a higher level of comfort with their benefits decisions
80% better understand the value of their benefits
How did we arrive at the optimum time of “at least three weeks?”
We asked employees how long they had to review their benefits information – and found that those who had one week or less had the least comfort in making benefits decisions… and in understanding the value of their benefits.
The scores were noticeably higher when employees had three weeks or more.
Unum, “Employee Education and Enrollment Survey,” January 2009.

8. Impact of voluntary benefits on employee satisfaction
Employees offered voluntary benefits report higher levels
As we examined the research findings, we found another clear link to employee satisfaction – voluntary benefits. Notice the difference between the attitudes of workers who are offered voluntary coverage at work – and those who are not.
This coverage can help offset the high out-of-pocket costs that result from co-pays, deductibles and other expenses that aren’t covered by medical plans - or they can enhance existing life coverage that doesn’t offer a benefit high enough for employees’ needs.
When companies offer a variety of voluntary benefits, employees can choose the coverage that best fits their age and stage of life. That’s a perfect fit for today’s diverse workforce. But this only works with the effective benefits communication strategy we’ve discussed.
Since employers pay little or nothing to add these plans – what a bonus.
Unum, “Employee Education and Enrollment Survey,” January 2009.

9. Put these findings into action
Offer a combination of traditional and voluntary benefits.
Use multiple communications that employ a variety of learning methods.
Take advantage of employee willingness to use emerging media
Be sure to clearly communicate:
the value of benefits you are offering
that you value your employees
that the benefit plan demonstrates it
Highly engaged employees are
26%
more productive1
How do you put this research to work for you?
Here’s a short list of recommendations.
[go over list]
As Unum’s research indicates, a strong employee education and
communication strategy can multiply the returns of an employer’s benefits
investment. The end result is a more engaged employee who is well
informed and motivated to be more productive.
Can I share with you some materials on Unum’s employee education capabilities?
1 Watson Wyatt, “2008/2009 WorkUSA Report,” 2009.

10. Sources
Unless otherwise cited, all data is from: Unum, “Employee Education and Enrollment Survey,” January 2009.
© 2009 Unum Group. All rights reserved. Unum is a registered trademark and marketing brand of Unum Group and its insuring subsidiaries. Insurance products are underwritten by the subsidiaries of Unum Group.
MK (8-09)