Why Technology Still Hasn’t Solved the Employee Engagement Problem:

Putting the “Human" Back in Benefits

We’re throwing tech at a human problem…

read section 01

04 The way forward:

benefits engagement technology that works for everyone

04 The way forward:

benefits engagement technology that works for everyone

03 Why technology has failed to solve benefits engagement

02 …But it’s not working

01 We’re throwing tech at a human problem…

So as we talk about employee engagement, it’s interesting that technology is so often a centerpiece of those conversations.

We latch onto a shiny new app, or we’ll roll out a new ERP module, and expect the employee experience to magically improve. Really? Let’s take a look at why tech has failed us when it comes to building more human connections with our employees, and what we can do to fix it.

When you need a hug, do you think “where’s the tech for that?”

You’re more likely looking for a trusted friend, colleague, family member (or pet!) than a robot.

We’re throwing tech at a human problem…

read section 01

01

We’re throwing tech at a human problem…

Employers, we’re at a crossroads…

More than ever, employees are taking stock of their lives and how work fits into it. Burnout is at an all-time high. Employees are demanding change. They’re questioning their employers’ mission and values. As so many of us have seen firsthand, an enormous number of people are jumping ship if their job no longer aligns with their career goals and personal beliefs.

higher than they were pre-pandemic

23%

20%

34%

22%

15%

00%

of employees say they’re seeking more mental health care than they were pre-pandemic

64%

56%

42%

27%

15%

12%

00%

Resignation rates are

04%

67%

of employees say that having a sense of purpose in their job is more important now than before the pandemic

Is it “just a job?” Or is it more than that?

78%

more likely to work for the company

When a company leads with purpose, employees are:

72%

more likely to be loyal to the company

72%

more likely to forgive the company for making a mistake

…and we’re facing fundamental questions about our employer value propositions.

In an effort to rebuild trust, instill purpose in our employees, and showcaseour value as an employer, company leaders are laser-focused on answering the question: How can we build stronger human connections with our people?

and cut costs-per-hire by half

A good employer brand can reduce turnover rates by

28%

23%

17%

12%

09%

03%

00%

of HR leaders believe their current employees are satisfied with their EVP

But only

31%

29%

17%

12%

09%

03%

00%

Technology: our favorite fix for the employee engagement problem

As our workforces demand more support and human connection from us, we’ve thrown a curious solution at the problem: technology.

of business leaders say their company will no longer be competitive if it doesn’t become significantly more digitalized

67%

of companies are digitizing faster because of the pandemic

85%

of the average HR budget

3.5% - 9.5%

Technology now amounts to

of workers say they feel less connected to their coworkers post-pandemic

65%

56%

42%

27%

15%

12%

00%

a year in turnover costs

Lonely employees cost U.S. companies up to

$406B

$350B

$250B

$200B

$150B

$100B

$000B

And in a post-pandemic world, employees are feeling disconnected—from each other, and from their employers.

...But it's not working

read section 02

...But it's not working

read section 02

…But it’s not working

read section 02

02

…But it’s not working

of employees believe their organization actually sees them this way

45%

30%

27%

21%

15%

00%

of employees say it’s important for their organization to see them as a person, not just as an employee

82%

76%

52%

43%

25%

12%

00%

But only

04%

And when it comes to employee benefits, things get even worse.

One important component of the employer value proposition? Employee benefits. And as companies large and small expand their benefits packages in response to COVID, HR teams are leaning on technology to help them get the word out about new offerings. But unfortunately, those messages are falling on deaf ears:

It’s not that technology doesn’t play a role in better engaging our employees. It certainly does. But so often, the technology we’re using doesn’t start with the HUMAN in all of us—meaning we’re not actually improving our relationships with our people.

These technology investments don’t guarantee better employee performance or engagement....there is little difference in employee satisfaction with a digital HR experience when comparing HR functions that have invested in HR technology and those that have not.

Gartner Organizations Must Reinvent Their Employee Value Proposition to Deliver a More Human Deal

Employees don’t understand the benefits communications they receive

of employees aren’t taking advantage of all of the benefits available to them

56%

43%

29%

12%

00%

2 in 3

2 in 5

0 in 0

1 in 2

2 in 4

Employees never take action on the benefits messages their employers send them

1 in 3

1 in 2

1 in 1

0 in 1

0 in 0

When your employees don’t know about or use the benefits you’re offering them, it’s bad for their health, reflects poorly on you as their employer…and it’s a big dent in your budget.

That’s bad news for your bottom line.

of an employer’s total compensation costs

Benefits make up

30%

27%

19%

15%

09%

04%

00%

of their healthcare spending is wasted due to employee confusion

But C-suite leaders say

53%

42%

34%

22%

15%

04%

00%

Why technology has failed to solve benefits engagement

read section 03

Why technology has failed to solve benefits engagement

read section 03

Why technology has failed to solve benefits engagement

read section 03

03

Why technology has failed to solve benefits engagement

We haven’t made a dent when it comes to helping employees choose, use, and maximize their benefits.

Is it because employees don’t care about them? That’s definitely not true.

of people said benefits are a critical component when they’re deciding whether to accept a job offer

85%

74%

63%

52%

41%

29%

00%

The truth: employee benefits are a complicated maze.

To untangle the benefits web, we invest in— you guessed it—technology.

In an effort to give employees the benefits information they so desperately need, we lean on tech to…

Send Emails

which go unread

Host Town Halls

where people turn their cameras off and zone out

Craft Powerpoint Presentations

that sit in a folder where no one can find them

Our intentions are good. But our approach has been off.

This year, we asked employees nationwide how they’d most like to learn about the benefits available to them. Their response? They want a one-on-one conversation with an HR rep. And that makes sense, right? Your employees know and trust your HR team, and they want personalized, human advice that will help them navigate the benefits landscape to get the best outcomes for their family. No barrage of emails, no matter how personalized, can substitute for that. But even the best HR teams can’t be available 24/7, in all the moments when employees actually need guidance…

When their child breaks a leg during a soccer game and they suddenly need an in-network emergency room…

Or at midnight when they’re finally making that chiropractor appointment and need to know what’s covered by insurance…

Or when they’re preparing to have a child and need to know how much parental leave they can take...

The way forward:

read section 04

benefits engagement technology that works for everyone

The way forward:

benefits engagement technology that works for everyone

read section 04

The way forward: benefits engagement technology that works for everyone

read section 04

04

The way forward: benefits engagement technology that works for everyone

of employees would rather use a self-service HR system than speak with an HR specialist

58%

56%

42%

27%

15%

12%

00%

Maybe it’s true that no one could guide them better than someone on your HR team, but they can’t help if people aren’t comfortable asking for it.

We hate to break it to you— but sometimes, your employees may not want to talk to you.

Especially in the healthcare arena, many employees hesitate to share openly—like when they’re trying to have a baby, or are struggling with depression, or are concerned about a recent diagnosis that may affect their ability to work. These are highly sensitive, complex situations that are difficult to share.

Enter: technology employees can trust

So what can you do? When employees may not trust you enough to directly share sensitive information, technology is an excellent channel to facilitate open, authentic communication.

It gives them an outlet to talk to someone (or something—robot hug, anyone?) in a confidential manner, whenever they need to.

This is how we should be harnessing the power of technology. It keeps the HUMAN relationship at the center.

It builds trust and facilitates two-way communication between us (the employer) and our employees.

And it’s trustworthy and personalized to the needs and context of each person, meeting them where they are.

According to Gartner, organizations can strengthen their employee value proposition by delivering on the ‘new human deal’ that encompasses five attributes:

15%

Employee satisfaction with the employer value proposition increases by

Building a two-way street

If your approach to improving employee engagement starts with technology that blasts all of the things to all of the employees in all of the ways at all of the times, it will fail. Full stop. It doesn’t matter if it’s a shiny new app. Technology can help, but not if it doesn’t facilitate a two-way relationship between employee and employer.

deeper connections

radical flexibility

personal growth

holistic well-being

shared purpose

when it encompasses the ‘human deal’

Put your humans and their unique needs and values first. What do they want from you as their employer? How can you use technology to build a safe space, where employees feel comfortable and empowered to share with you as much as you share with them?

Meet .

ALEX makes benefits engagement possible. By guiding your people through the benefits maze, ALEX leads to happier, healthier employees— and a benefits investment well spent. Because what’s good for them is good for you, too.

more to their health savings accounts

ALEX USERS CONTRIBUTE

20%

19%

17%

12%

09%

03%

00%

more to their retirement accounts

ALEX USERS CONTRIBUTE

57%

49%

37%

21%

13%

03%

00%

Markus McVay SENIOR TOTAL REWARDS CONSULTANT, BRIGHT HORIZONS

I can’t be everywhere at once. With ALEX, we’re able to scale our benefits recommendations in a personalized way—without me having to sit down with every employee one-on-one.

From enrollment to in-the-moment healthcare choices, ALEX helps your people navigate the benefits maze.

Help employees choose the right plans at enrollment

Benefits Counselor

Ongoing Engagement

ALEX HSA

Custom Solutions

Drive smarter healthcare decisions year-round, in the moments that matter

Engage employees where they’re already spending time—in their health savings account

Capture employees’ attention with benefits messages that stick

Custom Solutions

Help employees choose the right plans at enrollment

Benefits Counselor

Engage employees where they’re already spending time—in their health savings account

ALEX HSA

Drive smarter healthcare decisions year-round, in the moments that matter

Ongoing Engagement

Conclusion

This is more than just a job for your employees. Technology can never replace the powerful connections that they form with each other. But when used in a constructive way, technology can support those relationships. And for us as employers, it strengthens the employee experience—and ultimately, our employment value proposition. It’s the future we’re building here at Jellyvision, and we hope you’ll join us.