How Not to Communicate Benefit Information to your Employees

If these professionals are not aware of the perks of working for you, they will find it easier to leave you for one of your competitors.

The global market labor market is becoming more competitive than ever, and companies are turning to improving HR benefit packages to attract more professionals. There is nothing wrong with this. Ultimately, it leads to a win-win situation. The company benefits from the good performance of top employees, and those employees have good benefits they can take advantage of if there need be.

However, there are times when a company still observes some level of dissatisfaction and frustration among employees despite having a competitive compensation or benefit package. Why and how does this happen?

The answer is simple. Employee benefits are really only as good as how they are being disseminated. In other words, your competitive benefits are useless if your employees do not know that they have those privileges.

Do not lose your top talent to competitors just because you do not effectively share benefit information with your team. Here are how not to communicate benefit information to your employees.


What You Need

You do not really need anything to absorb what is in this guide. We only want you to have an open mind, a few minutes, and complete focus.


Step-by-Step Instructions

#1 Leave it all to technology

As your business grows, it becomes more tempting to just send email blasts about benefits and other HR policies instead of talking to employees about them. Bigger companies are even more distant. Most of the time, benefit information is simply posted on the company website or portal.

In these cases, you are passing the job of learning about benefits completely over to the employees. Although it is true that employees do have the obligation to know what their benefits are, that does not mean that you should take only a very little part in it.

When you do this kind of tactic, what happens most of the time is that employees skip your email or simply not look up any of the information on the portal unless and until they need something specific. This is where the problem starts.

Ignorance about employee benefits causes employees to come running to HR when they already need something. A lot of times, they are afraid that they may be ineligible to receive a certain benefit because they did not do their research earlier.

In this scenario, both you and your employees lose. They are dissatisfied, and your HR team is swamped with additional workload that could have been prevented.

#2 Forget about your role as HR

As we mentioned earlier, some companies tend to take very little part in sharing employee benefit information. There are various reasons behind this, but the result is the same. You are passing your job to your employees, and it all ends with a lot of dissatisfaction in the end.

You need to understand that as the employer, you are just as responsible over benefit information communication as your employees themselves. You should not see it as a burden because this task is actually one of your most important functions.

#3 Hold meetings hastily

Some companies do make an effort to reach out to their employees but do it in a haphazard manner. The best way to communicate employee benefits for most people is through face-to-face meetings, which lets employees ask questions and the employers respond to questions right away.

However, these meetings are often scheduled and conducted poorly because of time constraints. They are inserted into employee schedules at the last minute and hurried to give way for other meetings. Consequently, the employees are unable to fully digest the information.

Such meetings should be properly spaced and given enough time. These ensure that employees are in the right state of mind when they come into the meeting and are able to understand the information they are supplied.

#4 Do not give options

HR functions do not fall into the one-size-fits-all category because different employees have different personalities and hence different preferences. When communicating benefit information to them, give them at least two options so they can choose which one they are more comfortable with.

Some individuals absorb information better by reading. Some prefer face-to-face meetings. Some want combinations of techniques. At the end of the day, you should have made them understand what they are entitled to as your employees.


Again, the labor market is evolving quickly, and one of the ways you can keep up is by changing the way you disseminate benefit information among your employees. If these professionals are not aware of the perks of working for you, they will find it easier to leave you for one of your competitors.

Make it a point that your HR team understands their key role in informing employees about their benefits. That way, they will be committed to finding ways to effectively communicate benefit information, thereby leading to improved employee retention.

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