Remember: Employees really donвЂ™t care about the latest changes to your companyвЂ™s paid-leave policies until they actually need to use them. For example, in Q1, the campaign may be a heads-up around Form 1095-C in Q2, wellness program and total rewards Q3 performance reviews and goal-setting, and Q4 open enrollment. Consider mixing more modern communications like texting with more traditional vehicles, like meetings, FAQ conference calls, webinars, direct mail and posters.ДЄlso, consider creating an HR, benefits and payroll вЂњeditorial calendarвЂќ to plan your communications touchpoints with employees throughout the year. Instead, focus on touching employees with a variety of assets. However, that doesnвЂ™t mean you should send out seven e-mails to your target audience. It takes an average of seven times for a message to be understood and acted on. With that in mind, you can break through the noise by mixing it up and using short videos, infographics, gamification, texting, apps and вЂњexplanationвЂќ videos (animated videos showing how things work).Дevelop a multi-touch, multi-pronged вЂњdripвЂќ campaign. ThatвЂ™s why communications deliverables that are highly visual are 30 times more likely to be read over a text article. Studies show that people remember 70% of what they see and do, 20% of what they read and just 10% of what they hear. One way to do this is to consider how people digest information. ThatвЂ™s just one of the reasons your employee benefit communications have to be easy to consume, understand and act on.

With the average person owning more than three connected devices, we certainly work and live in an always-on, highly distracted world. Ask senior management for a solid budget that provides access to not only money, but other resources, such as specialized in-house corporate communications or external experts like graphic designers who can help develop and deliver impactful assets.

Most important: Secure a firm commitment to fund the plan. Once you develop your plan, socialize it with leadership and constituents to build buy-in, and emphasize the need to measure success, using key metrics that affect the bottom line like employee satisfaction and retention rates. Sounds simple, right? Your communications plan doesnвЂ™t have to be fancy or formal, but it should include goals and objectives, target audiences, key messages, messaging platforms, tactics and deliverables.

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