What’s one of the best ways to retain your current employees and also encourage new employees to join your workplace? Of course, wages, job security and work-life balance are important factors. But benefits can also make a significant difference.
Lincoln asked employees two questions:
1
Are you satisfied with your current employer?
2
Are you satisfied with your current employee benefits?
What we found is that employer and benefits satisfaction are highly correlated. In fact, only 13% are highly satisfied with their employer but not with their benefits.
A significant barrier to workers enrolling in new coverages is simply that they don’t understand enough about their benefit choices.
54%
54% of employees
would enroll in more benefits if they understood them better
For younger generations, the percentage is even higher:
68%
62% Millennials
58%
58% Gen Z
9 in 10 say they’d be very or somewhat interested in getting information directly from their benefits carrier.
The widespread misperception that supplemental health benefits aren’t affordable is the number one reason employees don’t enroll.
There’s no one way everyone wants to learn about benefits. A quarter prefer self-service digital tools, a quarter prefer speaking directly to experts, and 4 in 10 prefer a mix of both.
The past few years have led many to realize that it’s wise to prepare for the unexpected – and supplemental health benefits can help meet the unexpected financial challenges of an injury or illness.
Of those who don’t have access:
48%
would be very interested in critical illness insurance
47%
would be very interested in hospital indemnity insurance
45%
would be very interested in accident insurance
Enhancing benefits education: Five strategies for success
Want to know more about the opportunities within employee benefit education? Interested in strategies that help you encourage higher awareness and participation?
Read Lincoln’s full report to explore the research on how today’s evolving workforce presents both a challenge and an opportunity for companies striving to inform, engage and retain their employees.
Lincoln Financial’s 2022 Wellness@Work study is based on a national survey of 2,503 full-time workers who have access to insurance benefits (at least one of the following: disability, life, dental, vision, critical illness, accident or hospital indemnity) through their employer. Greenwald Research, a third-party market research firm, conducted the study on behalf of Lincoln Financial Group. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from January 28, 2022 to March 1, 2022. Data is weighted by demographics to mirror the total population.
Wellness@Work is a platform for research and viewpoints on central issues related to group benefits. The program seeks to identify forward-thinking ways to help brokers, employers and employees. As part of the program, Lincoln sponsors both proprietary and third-party research, with an emphasis on what drives better benefit outcomes.
Source: Unless otherwise noted, all information provided in this site is from Lincoln Financial’s 2022 Wellness@Work study.
What’s one of the best ways to retain your current employees and also encourage new employees to join your workplace? Of course, wages, job security and work-life balance are important factors. But benefits can also make a significant difference.
Lincoln asked employees two questions:
1
Are you satisfied with your current employer?
2
Are you satisfied with your current employee benefits?
What we found is that employer and benefits satisfaction are highly correlated. In fact, only 13% are highly satisfied with their employer but not with their benefits.
A significant barrier to workers enrolling in new coverages is simply that they don’t understand enough about their benefit choices.
54%
54% of employees
would enroll in more benefits if they understood them better
For younger generations, the percentage is even higher:
68%
62% Millennials
58%
58% Gen Z
9 in 10 say they’d be very or somewhat interested in getting information directly from their benefits carrier.
The widespread misperception that supplemental health benefits aren’t affordable is the number one reason employees don’t enroll.
There’s no one way everyone wants to learn about benefits. A quarter prefer self-service digital tools, a quarter prefer speaking directly to experts, and 4 in 10 prefer a mix of both.
The past few years have led many to realize that it’s wise to prepare for the unexpected – and supplemental health benefits can help meet the unexpected financial challenges of an injury or illness.
Of those who don’t have access:
48%
would be very interested in critical illness insurance
47%
would be very interested in hospital indemnity insurance
45%
would be very interested in accident insurance
Enhancing benefits education: Five strategies for success
Want to know more about the opportunities within employee benefit education? Interested in strategies that help you encourage higher awareness and participation?
Read Lincoln’s full report to explore the research on how today’s evolving workforce presents both a challenge and an opportunity for companies striving to inform, engage and retain their employees.
Lincoln Financial’s 2022 Wellness@Work study is based on a national survey of 2,503 full-time workers who have access to insurance benefits (at least one of the following: disability, life, dental, vision, critical illness, accident or hospital indemnity) through their employer. Greenwald Research, a third-party market research firm, conducted the study on behalf of Lincoln Financial Group. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from January 28, 2022 to March 1, 2022. Data is weighted by demographics to mirror the total population.
Wellness@Work is a platform for research and viewpoints on central issues related to group benefits. The program seeks to identify forward-thinking ways to help brokers, employers and employees. As part of the program, Lincoln sponsors both proprietary and third-party research, with an emphasis on what drives better benefit outcomes.
Source: Unless otherwise noted, all information provided in this site is from Lincoln Financial’s 2022 Wellness@Work study.
What’s one of the best ways to retain your current employees and also encourage new employees to join your workplace? Of course, wages, job security and work-life balance are important factors. But benefits can also make a significant difference.
Lincoln asked employees two questions:
1
Are you satisfied with your current employer?
2
Are you satisfied with your current employee benefits?
What we found is that employer and benefits satisfaction are highly correlated. In fact, only 13% are highly satisfied with their employer but not with their benefits.
A significant barrier to workers enrolling in new coverages is simply that they don’t understand enough about their benefit choices.
54%
54% of employees
would enroll in more benefits if they understood them better
For younger generations, the percentage is even higher:
68%
62% Millennials
58%
58% Gen Z
9 in 10 say they’d be very or somewhat interested in getting information directly from their benefits carrier.
The widespread misperception that supplemental health benefits aren’t affordable is the number one reason employees don’t enroll.
There’s no one way everyone wants to learn about benefits. A quarter prefer self-service digital tools, a quarter prefer speaking directly to experts, and 4 in 10 prefer a mix of both.
The past few years have led many to realize that it’s wise to prepare for the unexpected – and supplemental health benefits can help meet the unexpected financial challenges of an injury or illness.
Of those who don’t have access:
48%
would be very interested in critical illness insurance
47%
would be very interested in hospital indemnity insurance
45%
would be very interested in accident insurance
Enhancing benefits education: Five strategies for success
Want to know more about the opportunities within employee benefit education? Interested in strategies that help you encourage higher awareness and participation?
Read Lincoln’s full report to explore the research on how today’s evolving workforce presents both a challenge and an opportunity for companies striving to inform, engage and retain their employees.
Lincoln Financial’s 2022 Wellness@Work study is based on a national survey of 2,503 full-time workers who have access to insurance benefits (at least one of the following: disability, life, dental, vision, critical illness, accident or hospital indemnity) through their employer. Greenwald Research, a third-party market research firm, conducted the study on behalf of Lincoln Financial Group. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from January 28, 2022 to March 1, 2022. Data is weighted by demographics to mirror the total population.
Wellness@Work is a platform for research and viewpoints on central issues related to group benefits. The program seeks to identify forward-thinking ways to help brokers, employers and employees. As part of the program, Lincoln sponsors both proprietary and third-party research, with an emphasis on what drives better benefit outcomes.
Source: Unless otherwise noted, all information provided in this site is from Lincoln Financial’s 2022 Wellness@Work study.
What’s one of the best ways to retain your current employees and also encourage new employees to join your workplace? Of course, wages, job security and work-life balance are important factors. But benefits can also make a significant difference.
Lincoln asked employees two questions:
1
Are you satisfied with your current employer?
2
Are you satisfied with your current employee benefits?
What we found is that employer and benefits satisfaction are highly correlated. In fact, only 13% are highly satisfied with their employer but not with their benefits.
A significant barrier to workers enrolling in new coverages is simply that they don’t understand enough about their benefit choices.
54%
54% of employees
would enroll in more benefits if they understood them better
For younger generations, the percentage is even higher:
68%
62% Millennials
58%
58% Gen Z
9 in 10 say they’d be very or somewhat interested in getting information directly from their benefits carrier.
The widespread misperception that supplemental health benefits aren’t affordable is the number one reason employees don’t enroll.
There’s no one way everyone wants to learn about benefits. A quarter prefer self-service digital tools, a quarter prefer speaking directly to experts, and 4 in 10 prefer a mix of both.
The past few years have led many to realize that it’s wise to prepare for the unexpected – and supplemental health benefits can help meet the unexpected financial challenges of an injury or illness.
Of those who don’t have access:
48%
would be very interested in critical illness insurance
47%
would be very interested in hospital indemnity insurance
45%
would be very interested in accident insurance
Enhancing benefits education: Five strategies for success
Want to know more about the opportunities within employee benefit education? Interested in strategies that help you encourage higher awareness and participation?
Read Lincoln’s full report to explore the research on how today’s evolving workforce presents both a challenge and an opportunity for companies striving to inform, engage and retain their employees.
Lincoln Financial’s 2022 Wellness@Work study is based on a national survey of 2,503 full-time workers who have access to insurance benefits (at least one of the following: disability, life, dental, vision, critical illness, accident or hospital indemnity) through their employer. Greenwald Research, a third-party market research firm, conducted the study on behalf of Lincoln Financial Group. Greenwald Research is not associated with Lincoln Financial Group. Online interviewing took place from January 28, 2022 to March 1, 2022. Data is weighted by demographics to mirror the total population.
Wellness@Work is a platform for research and viewpoints on central issues related to group benefits. The program seeks to identify forward-thinking ways to help brokers, employers and employees. As part of the program, Lincoln sponsors both proprietary and third-party research, with an emphasis on what drives better benefit outcomes.
Source: Unless otherwise noted, all information provided in this site is from Lincoln Financial’s 2022 Wellness@Work study.
