Chief Engagement Officer, overseeing the full Human Resources Department and contributing to a high-performance culture at Businessolver.
Burnout and overload among HR leaders is a hot topic today, with many articles detailing the burdensome and challenging workload many of my peers are stuck navigating with limited resources and manual processes. Considering more than 30% of HR teams operate without some kind of benefits technology, they lack critical tools to measure employee feedback and needs, gather data or effectively manage and support their workforce.
Inefficient processes levy an emotional tax on HR teams, and they come with hefty price tags in the form of inefficient labor and poor benefits experiences, leading to disengagement and an unhealthy workforce.
To make a meaningful impact, HR leaders must have the right technology to measure results, make data-informed decisions and drive a strong employee experience. Here are several ways technology helps achieve those goals.
A More Efficient Workplace
According to the U.S. Bureau of Labor Statistics, in 2023, employers’ average cost for providing benefits is between $12.06 and $22.35 per employee per hour. And these numbers don’t include the manual cost of countless hours spent answering the same benefits questions repeatedly, analyzing data, gathering employee feedback and… you get the picture.
Tech-enabled solutions can help alleviate a lot of the administrative burden and manual tasks that contribute to HR’s burnout and low employee engagement. These efficiencies include better access to data and analytics, which can help HR teams make informed benefits decisions and insightful forecasting. Employee self-service tools can save everyone time when it comes to getting answers to benefits questions and receiving decision support for choosing the best-fit options. Then, mobile apps and communication tools can keep employees engaged year-round without HR teams needing to actively keep information flowing.
Better Employee Engagement
Through our 2023 Benefits Insights Report, Businessolver has found that having a frictionless, personalized experience and a singular benefits access point are HR teams’ top priorities for their employee benefits experience. And that’s no surprise. Good engagement drives holistic, year-round ROI for organizations and employees. Personalization and tech-enabled experiences have been shown to drive long-term benefits engagement simply by meeting employees where they are.
HR technology can help remove the barriers to benefits with services and tools like AI-driven personalization, real-time data, nudges for employees, omnichannel benefits communications and human-centered user experience design. By simply positioning benefits in ways that make sense in an ecosystem that’s designed to reduce confusion and friction, employees are more likely to engage and use their benefits appropriately.
Enhanced Strategy And Insights
The shift to distributed workforces since the Covid-19 pandemic has pushed organizations to rethink how they’re keeping a pulse on their employees’ well-being and the performance of the benefits plan. Technology plays a crucial role in pulling together key data and insights for HR teams to assess the overall health of their organization.
As employees’ benefits expectations evolve, having access to plan and program insights will be table stakes for an organization’s benefits strategy. From plan participation to employee satisfaction to hot spots for confusion, HR technology can serve up insightful analytics. With the right information, benefits teams can engage their employees with needed benefits and their stakeholders with the right data to show strong plan performance and support continuous evolution.
What To Look For In An HR Technology Vendor
Finding the right HR and benefits technology vendor can be challenging. You’re building the case for a significant investment for the organization, so you need a platform that you’re confident can help drive more efficiencies and pull forward critical insights. Here are some of the top questions HR leaders should keep in mind when looking for a technology provider:
• How will the platform support cost management efforts for your organization? What ROI can you expect to see in your first three years?
• How does the platform promote employee self-service?
• Does the platform provide tools to support year-round engagement, not just enrollment? What does typical engagement look like both during and outside of peak enrollment?
• Will you have real-time, self-service access to your data and on-demand reporting?
• How is AI leveraged to support efficiencies, personalization and engagement?
• Is there a mobile app version? How often is it updated?
Investing in HR technology can result in big payoffs in both the short and long term. By serving up critical insights, creating frictionless employee experiences and driving administrative efficiencies, your organization can foster a more efficient and empathetic workplace for employees—including your HR team.