Employers have a wide range of benefits to consider. More employers are now understanding the value of adding a dental plan to their benefits package.
According to the Denplan corporate decision makers survey 2016, 84% of employers with a dental plan believe that the benefit shows they care about employees and 82% of employers with a dental plan believe that it enhances employee wellbeing. So how can employers ensure they are properly engaging their employees with dental plans?
First, organisations must understand their workforce. A one-size-fits-all communications plan will not have the same impact of tailored communication plans, which demonstrate a firm’s understanding and consideration of its workforce, and how to get through to them. For example, a predominantly young workforce might be more receptive to information via social media, or may use their smartphones much more than an older workforce. Employers should, therefore, choose a provider which will take the age range (as just one example) of their workforce into consideration when tailoring communications to ensure these are appropriately targeted.
Another way to increase engagement and encourage take-up of a dental benefit is to highlight the importance of oral health and the impact it has on overall health and wellbeing. A dentist is likely to be the first person to spot the early signs of mouth cancer, and rather than looking at just an individual’s teeth, a dentist also assesses the wellbeing of their mouth.
It is now widely recognised that there are proven links between gum disease and conditions such as diabetes, strokes and heart disease. Dental problems can disturb how people eat, sleep and work, as well as affect an employee’s emotional wellbeing. Having healthy employees who regularly visit a dentist close to work, means less time and money lost for their employer in absenteeism. What is more, employees who have access to a preventive benefit in place, such as a dental plan, means that they could also reduce an organisation’s PMI premiums.
When selecting benefits, employers should look further than simply cost. Employers should form a relationship with a provider who will help them to engage with their employees. Key questions to ask include: Other than price, what else can the provider bring to the table? Does it have an extensive network of dentists that employees can use? And can it provide an online search facility to make it easier for employees to find a dentist close to work? Can its dentists offer extra discounts and how easy is it to claim back once employees have visited the dentist? Will administration be an issue for HR departments and how can a provider eliminate that?
Employers should also look at a provider’s ability to provide regular communications so the employee understands their dental plan and all this offers. Bespoke marketing communications help to maximise engagement and employees will be more likely to buy in to the benefit. Working with a provider on national campaigns such as Dry January, National Smile Month and Stoptober will be advantageous to employer, provider and employee.
Other ways to boost engagement can include choosing a provider that has industry expertise. For example, historically cover has only been available for child dependents, so what about those without children or those that have flown the nest. Perhaps certain providers can enable these staff to cover additional adult dependents in the form of parents and step-parents?
This is by no means a full guide to increasing employee take up, but a few examples of how an employer can increase engagement and maximise the return of investment for their dental plans, which can be advantageous to both the organisation and its employees.
Author TBC
