Strategies for Building a Modern High-Performance Workplace 

Strategies for Building a Modern High-Performance Workplace 

25 November, 2024

A high-performance workplace is crucial for employee and organizational success. In fact, work environments where employees thrive in and outside work are more likely to see better performance, engagement, and retention outcomes. But what does it take to build such a workplace, and how can organizations ensure they’re setting the right foundation?

Developing a high-performance workplace is not about setting high expectations. It’s about providing the leadership, communication, and talent management strategies that help employees excel. It’s also about building a strong connection between employees and your cultural values. However, Gallup research shows that only 23% of employees feel connected to their company’s culture.

In this blog post, we’ll explore actionable steps and effective tools you can use to create an environment where employees are connected to your organization’s culture and empowered to thrive.

What is a High-Performance Workplace?

A high-performance workplace naturally develops when you provide an environment that enables employees to achieve their goals and reach their fullest potential. It’s a workplace where:

  • Teams are efficient and innovative, even amid volatility and uncertainty 
  • Employees trust and are inspired by company leaders to perform at their best
  • Communication is honest, transparent, and collaborative
  • Diversity, equity, and inclusion are part of the organization’s competitive advantage
  • Employees are open to change and regularly seek opportunities for continuous learning and improvement
  • Employees are encouraged to take measured risks and innovate within a nurturing and supportive environment

Put simply, high-performance teams win. Studies have found that they deliver the following benefits:

Strategies for Cultivating a High-Performance Workplace

Though a high-performance workplace brings several potential benefits to your organization, it requires a careful and deliberate approach to make it a reality.

Here are four critical ways to develop a workplace that helps employees feel connected to your culture and equipped to achieve high performance:

1. Establish cultural values employees can see and feel every day

Communicating company values early and often, and incorporating those values into everyday actions, helps employees see the connection between their contributions and the company’s mission and purpose. As company leaders reinforce these messages, you also build trust, signaling to employees that your company values are more than words and aspirations—they are an authentic representation of how work gets done and how people work together.

Living your company values can take several forms. It can be incorporated into company hiring practices, communication strategies, and employee rewards and recognition, to name a few.   

2. Build a sense of connection and belonging

When employees feel they belong, they also tend to feel comfortable contributing their ideas and full effort at work. A study featured in the Harvard Business Review found that high employee belonging was linked to a 56% increase in job performance, 50% less turnover, and 75% fewer sick days.

Ultimately, fostering employee belonging hinges on creating a diverse and inclusive workforce where employees enjoy these benefits:

  • Their experiences, perspectives, and ways of thinking are respected and valued
  • They feel connected to their manager, coworkers, and senior leaders
  • They are rewarded and recognized fairly
  • They feel welcomed and heard in team discussions and decision-making

3. Provide transparent and unifying communication

While email, company newsletters, and intranet all serve a purpose in keeping employees informed, they often fall short in building a sense of community and driving engagement. Empyrean Connect, our mobile-first employee communications platform, helps companies energize employees and empower them to interact with their work life in an entirely new way. It delivers content covering the entire employee experience—from onboarding and training to benefits, critical leadership updates, and much more. 

Empyrean Connect gives employees 24/7 access to company messages and resources personalized to them, whether they’re newly hired or being recognized for their latest team win. As Angel Seufert, Empyrean’s EVP of Human Resources, describes, “The Connect app enhances communication transparency between leaders and employees, fostering a stronger sense of connection and engagement. It meets employees where they are and delivers the right message at the right time.”

4. Prioritize individual growth and development

A key element of any high-performance workplace is having employees who are enthusiastic about their potential and feel supported in taking risks as they grow. Therefore, experiences such as training, coaching, mentorship, and job rotations are essential. They not only aid skill development, but they also demonstrate the company’s dedication to each employee’s development and long-term success. By seamlessly integrating these programs into a communications platform like Empyrean Connect, you can expand their reach, improve employee understanding, and boost the likelihood of program adoption across your organization.

Connection is Vital to Achieving Peak Team Performance

Cultivating a workplace where employees perform at the highest levels requires strategies that encourage trust, meaningful connections, and belonging. With innovative tools and creative strategies that help make this happen, you can empower your people to face the challenges of today and tomorrow.


Learn more about how Empyrean Connect can help you enhance workforce communications, drive meaningful engagement, and create an environment that helps every employee thrive.

From Evaluation to Evolution: A Strategic Guide for Benefit Leaders to Master Open Enrollment 

From Evaluation to Evolution: A Strategic Guide for Benefit Leaders to Master Open Enrollment 

As an employer, you know that the annual benefits open enrollment period can have a significant impact on your workforce’s well-being and job satisfaction. This brief but crucial window offers a prime opportunity to showcase your investment in your people, demonstrate your core values, and set your company apart.  

However, you also know how difficult it can be to pull off a successful open enrollment.  Too often, communications go unread, employees get confused, and participation is limited – and what should be a time to celebrate the company’s commitment to its employees becomes a time of frustration for everyone. 

Imagine transforming the complexity of open enrollment into a streamlined, engaging experience for your employees. You can make it a reality! Dive into our comprehensive guide to assess this year’s performance and strategically prepare for an even more effective approach next year. Your journey to open enrollment excellence starts here. 

Evaluating Your Current Open Enrollment: 

  1. Analyze Quantitative Data: 
  • Participation & Completion Rates: Measure the percentage of employees who participated in the enrollment process. A high participation rate typically indicates effective communication and engagement. Track the number of employees who completed their enrollment without errors. This metric can highlight the clarity and usability of your enrollment tools and resources. 
  • Benefit Enrollment Counts: Look at benefit plan enrollments, selection of coverage tiers, plan migration and adoption metrics, spending account contributions, etc. This data allows you to evaluate how employees are engaging with your benefits plan designs and if certain communication campaigns and tools influenced behaviors and decisions.    
  • Engagement Metrics: Examine open rates, click-through rates, page views, video views, mobile app downloads, and attendance to live events to gauge the effectiveness of  your open enrollment communications. You can get a lot of insight into how well your messages are resonating with employees and which channels they are engaging with the most. 

  1. Collect Qualitative Feedback:  
  • Employee Surveys and Pulse Checks: Create and distribute surveys to gather employee feedback on their enrollment experience, open enrollment communications, and your overall benefit offerings. Ask questions about the clarity of information, ease of the process, and their access to support and resources.  
  • Focus Groups: Conduct focus groups or one-on-one interviews with a diverse group of employees to gain deeper insights into their experiences and suggestions for improvement.
  • HR Operational Debriefs: Host debrief sessions with your HR and Benefits team members to collect their feedback on the volume and nature of employee questions received by your internal teams. High volumes of similar questions or requests may highlight gaps in your communication materials. Review the operational process of OE for their specific roles and identify areas for improvement.  

Evolving Your Open Enrollment for Next Year: 

  1. Strategic Preparation: Set Clear Objectives 
  • Define OE Success: Establish specific, measurable goals for next year’s open enrollment. These could include increasing participation rates, driving certain plan enrollments, boosting mobile adoption, and improving overall employee satisfaction. 
  • Identify KPIs: Determine the key performance indicators that will help you measure success against your objectives. 
  • Leadership Buy-In: Ensure that company leadership is actively involved in the benefits communication strategy. Their support can drive higher participation and engagement. 
  • Stakeholder Collaboration: Work closely with benefit providers, brokers, and other stakeholders to ensure a cohesive and effective strategy. 

  1. Develop a Comprehensive Communications Plan: Foster Year-Round Engagement 
  • Ongoing Communication: Keep the dialogue about benefits open throughout the year. Regular updates and educational content can help employees stay informed and engaged. 
  • Multi-Channel Approach: Utilize various communication channels such as email, texts, mobile push notifications, newsletters, webinars, and in-person meetings to reach all employees effectively. 
  • Personalization: Tailor messages to different employee segments based on their needs and preferences. Personalized communication can significantly enhance engagement. 
  • Employee Wellness Programs: Integrate wellness programs and initiatives that promote benefits utilization and overall employee well-being. 

  1. Enhance Educational Resources: Revamp and Refresh Your Benefits Brand 
  • Simplified Content: Replace benefits jargon and provide clear, concise, and easy-to-understand information about benefit options. Use infographics, videos, and FAQs to make complex information more accessible and consumable. 
  • Step-by-Step Guides: Offer simple guides and checklists to help employees navigate the enrollment process with greater ease and clarity.   
  • Launch a Benefits Brand: Give your benefits materials a facelift with a new creative brand that will engage your employees and grab their attention throughout the year.  
  • Tell Stories: Create and share employee testimonials and real-life stories to help educate your workforce about their benefit options and illustrate the value you’re providing. 

  1. Leverage the Latest Tech: Optimize Your Benefits Administration Platform  
  • Simplified User Experience: Ensure your enrollment system delivers a user-friendly experience that makes it easy for employees to make their elections and reduces enrollment errors. 
  • Personalized Decision Support: Explore available tools that help employees zero in on the best benefit options for their individual needs, using their health data to guide more informed, precise decisions. 
  • AI-Powered Assistance: Improve support with AI tools that answer questions, provide suggestions, and guide employees through the enrollment process with greater efficiency.  
  • Mobile-First Communications: Meet your employees where they are with mobile-first communication strategies, ensuring they can engage with benefits information anytime, anywhere.  
  • Real-Time Data & Analytics: Tap into robust data and analytics to track employee engagement and gather real-time, actionable insights that help refine your strategy and improve outcomes year over year.  
Beyond Pay: Unlocking Truck Driver Loyalty through a Supportive Work Culture 

Beyond Pay: Unlocking Truck Driver Loyalty through a Supportive Work Culture 

13 September, 2024

The transportation industry, arguably the backbone of our economy, faces an ongoing challenge in retaining its most valuable asset — truck drivers. As demand for freight services grows, the industry is grappling with high turnover rates, an aging workforce, and a shortage of new drivers entering the field. While competitive pay has traditionally been seen as the primary lever to attract and retain drivers, it’s becoming increasingly clear that money alone isn’t enough to cultivate long-term loyalty. 

Today’s drivers seek more than just a paycheck. They desire a work environment that acknowledges their contributions, addresses their needs, and makes them feel valued as integral members of the team. This is especially important as the demographic of truck drivers shifts, with more women entering the profession, highlighting the need for a work culture that is inclusive, supportive, and respectful of diverse needs. 

To truly improve driver retention, the industry must adopt a more holistic approach—one that goes beyond higher paychecks to focus on creating a supportive work culture. This includes excellent communication, providing helpful resources, prioritizing safety and wellbeing, offering comprehensive benefits, and recognizing the hard work of drivers. By focusing on these four areas, companies can build a work environment that not only attracts new drivers but also keeps them committed for the long haul. 

1. Communication: Bridging the Gap 

In an industry where drivers often spend long hours on the road, away from their families and company headquarters, communication plays a crucial role in fostering a sense of connection and belonging. Effective communication isn’t just about relaying information; it’s about reaching drivers wherever they are, being transparent, and ensuring that the information is timely and relevant. 

Reaching Drivers Wherever They Are 

With drivers dispersed across the country, often working in isolation, it’s essential that communication tools are accessible and reliable. Mobile apps, SMS updates, and in-cabin communication systems can bridge the gap, ensuring that drivers are always in the loop. These tools should be user-friendly and tailored to the realities of life on the road, where a driver may not always have a strong signal or time to read lengthy messages. 

Transparency as a Trust Builder 

Transparency is another critical element of effective communication. Drivers need to trust that the information they receive is accurate and that their concerns are heard and addressed. Whether it’s about changes in company policies, updates on routes, or feedback on performance, clear and honest communication builds trust and fosters a strong relationship between drivers and their employers. 

Timely & Relevant Information 

The timing of communication is just as important as the content. Drivers need relevant information when it matters most — whether it’s an update on road conditions, changes to delivery schedules, or alerts about safety issues. By providing timely updates, companies can help drivers make informed decisions on the road, reducing stress and improving job satisfaction. 

2. Resources: Empowering Drivers with the Tools They Need 

To perform their jobs effectively, drivers need access to a range of resources that make their lives easier on the road. By equipping drivers with the right tools, companies can enhance their efficiency, reduce frustration, and ultimately contribute to a more positive work experience. 

Route Mapping & Navigation 

Accurate and reliable route mapping is essential for drivers who are constantly navigating unfamiliar roads. Providing up-to-date GPS systems or mobile apps that offer real-time traffic updates, alternate routes, and recommended truck stops can help drivers avoid delays, find safe rest areas, and make timely deliveries. Here, AI can play a significant role by optimizing routes based on real-time data, predicting traffic patterns, and offering personalized recommendations that align with a driver’s preferences and needs. 

Recommended Truck Stops & Maintenance Info 

In addition to navigation, offering information on recommended truck stops and maintenance services can significantly improve a driver’s experience. AI-powered platforms can analyze data to suggest the best stops for rest, food, and maintenance, taking into account factors like proximity, amenities, and even a driver’s schedule. AI can also provide predictive maintenance alerts, helping drivers address potential vehicle issues before they become serious problems, thus minimizing downtime and enhancing safety. 

In-Cabin Entertainment & Connectivity 

Long hours on the road can be mentally taxing, and access to entertainment and connectivity can make a big difference in a driver’s day. Whether it’s providing satellite radio, podcasts, or Wi-Fi hotspots, offering options for in-cabin entertainment helps drivers stay engaged and mentally refreshed. AI can enhance this experience by curating personalized content, such as podcasts or music playlists based on the driver’s interests, and ensuring that connectivity options are optimized for even the most remote locations. Additionally, staying connected with family and friends through social media or video calls can alleviate the loneliness that often comes with the job. 

3. Safety & Wellbeing: Prioritizing What Matters Most 

Safety is paramount in the transportation industry, and a strong focus on driver wellbeing is crucial for both retention and performance. When drivers feel that their safety is a priority, they are more likely to stay loyal to a company that genuinely cares about their health and wellbeing. 

Making Safety a Central Focus 

Safety should be woven into every aspect of a driver’s experience, from the training they receive to the equipment they use. Companies should invest in regular safety training programs, not just as a formality but as an ongoing commitment to keeping drivers informed about the latest safety practices. Additionally, equipping trucks with the latest safety technology — such as collision avoidance systems, lane departure warnings, and fatigue monitoring — can help prevent accidents and protect drivers. 

Simplifying the Path to Safety 

Beyond training and technology, companies need to make it easy for drivers to stay safe. This could mean providing clear, simple procedures for reporting safety concerns or ensuring that all necessary safety equipment is easily accessible and in good working order. By removing obstacles to safety, companies can help drivers stay focused on the road and reduce the risk of accidents. 

Promoting Physical & Mental Wellbeing 

A supportive work culture also includes promoting the physical and mental wellbeing of drivers. This could involve offering access to healthcare services, providing tips on maintaining a healthy diet on the road, or organizing wellness programs that focus on mental health. By addressing the holistic health needs of drivers, companies can reduce turnover and create a more loyal workforce. 

4. Recognition: Celebrating the Unsung Heroes 

Recognition is a powerful tool in building a supportive work culture. When drivers feel appreciated for their hard work, they are more likely to remain loyal to their employer. Recognition can take many forms, from formal awards to informal shout-outs, but the key is to make it genuine and consistent. 

Spotlighting Achievements 

Publicly recognizing drivers who go above and beyond can have a significant impact on morale. Whether it’s for safe driving records, exceptional customer service, or simply a job well done, spotlighting these achievements shows drivers that their efforts are valued. Companies can create monthly or quarterly awards, feature drivers in company newsletters, or highlight them on social media to give them the recognition they deserve. 

Building a Sense of Community 

Beyond individual recognition, fostering a sense of community among drivers can enhance their overall experience. This could involve organizing events where drivers can connect with each other, sharing stories and tips, or creating online forums where drivers can support each other. By creating a culture of camaraderie, companies can help drivers feel less isolated and more connected to their peers and the organization. 

Celebrating Milestones 

Recognizing significant milestones, such as years of service or the achievement of major goals, is another way to build loyalty. Whether it’s through a bonus, a communication from leadership, or a special event, celebrating these milestones reinforces the idea that the company values long-term commitment and is invested in the success of its drivers. 

Cultivating Loyalty Through a Holistic Approach

The challenges facing the transportation industry when it comes to driver retention are complex and multifaceted. While competitive pay remains an important factor, it is no longer enough to ensure long-term loyalty. By adopting a more holistic approach — one that prioritizes communication, provides essential resources, focuses on safety and wellbeing, and recognizes driver achievements and contributions — companies can create a supportive work culture that resonates with their drivers. 

A supportive work culture not only attracts and retains drivers but also boosts their performance and satisfaction. When drivers feel valued, supported, and connected, they are more likely to stay with a company, reducing turnover and ensuring that the transportation industry continues to thrive. Companies that invest in building a strong, supportive culture will be better positioned to succeed in the competitive landscape, keeping their drivers—and their business—on the road to success. 

Learn how Empyrean Connect can help you streamline communication, centralize essential resources, and enhance driver safety and recognition – all in one mobile app! 

6 Ways Healthcare Employers Can Tackle Burnout and Make Workplaces Safer

6 Ways Healthcare Employers Can Tackle Burnout and Make Workplaces Safer

15 July, 2024

Amid a national nurse staffing crisis, stark data suggests healthcare employers need to urgently address burnout. It threatens employers’ ability to hire and retain talent in an already scarce environment.

Nearly one-third of nurses  say they are likely to leave the profession, according to an AMN Healthcare survey. It is surprising that the figure isn’t higher, considering two-thirds of nurses say they are burned out (American Hospital Association), and 8 in 10 say they have experienced some type of violence in the workplace. 

Those are staggering findings. The alarming part of this crisis is that not enough employers are addressing burnout and workplace violence head-on, according to the American Nurses Foundation. When employees feel unsafe or overworked, the likelihood of voluntary turnover (quitting) skyrockets. Research by Kronos found that up to 50% of turnover is due to burnout, and National Nurses United data shows 60% of nurses said they left a job or considered leaving due to workplace violence, a contributing factor to burnout in this profession. 

Some of the reasons these issues remain unaddressed in healthcare settings, including at long-term care facilities, according to National Nurses United, are:  

  • No reporting mechanisms exist, or they are poorly communicated
  • Lack of clear policies on the issues 
  • Lack of education and training 
  • Underuse of PTO in the nursing profession 
  • Poor communication about employer-provided benefits, EAP offerings, or well-being solutions to address the issues 
  • The organization doesn’t focus or invest in a culture of well-being 

The nature of healthcare operations is also a contributing factor when it comes to burnout and the adverse effects of workplace violence. Nursing shortages across the industry lead to high workloads and long hours. Shifts in this profession, especially in hospital or acute care settings, typically last 12 hours to provide more continuity of care and reduce errors due to shift changes. The combination of a shortage of nurses and long hours also leads to a lack of flexibility in scheduling, especially when it comes to focusing on an employee’s well-being. 

There are other things that exasperate burnout, such as: 

  • Emotional and physical demands of the job 
  • Lack of support from organization and/or managers 
  • The emotional toll of patient care 
  • Personal factors, including financial stress. 

What employers in this industry need first is to prioritize employee well-being. Burned out nurses lead to medical errors, poor patient care, and higher turnover rates. We recommend developing a comprehensive guide or set of steps to reduce the effects of burnout among nurses. A proactive approach that focuses on the employee experience and well-being can create an environment of security and safety. 

Here are some simple steps to get started: 

  • Acknowledge the issues and create an initiative to reduce burnout and improve workplace security. 
  • Communicate policies, tools, and support mechanisms to nurses. 
  • Empower managers to monitor and support nurses around these issues. 
  • Focus on a culture of empathy, care, and well-being. 
  • Measure and evaluate over time. 

    Once that cultural and infrastructure work is in place, we recommend the following six practices to be proactive and address burnout and the effects of workplace violence that nurses face. 

    1. Demonstrate empathy. Create a culture of proactive concern around burnout, overall well-being, and personal security. Establish a system of 1:1 check-ins with employees to know how your people are doing. Train managers to know what resources are available to employees through employer-provided benefits. It is critical for leadership to set an example with a focus on employee well-being. 
    1. Establish or highlight existing health and wellness programs. Providing access to mental health services, such as therapists and counselors, helps nurses manage stress, anxiety, and trauma that result from workplace violence. Regular mental health support can prevent burnout by addressing issues early on. At the same time, wellness initiatives such as yoga, meditation, and fitness classes promote physical health and stress relief, which are essential in preventing burnout. And, addressing the whole person would not be complete without a nutritional component. Providing counseling can also improve overall health, making nurses more resilient to stress. An often-overlooked aspect of overall health and well-being is whether employees are doing routine health screenings. These regular health check-ups and screenings can identify early signs of burnout and physical stress, enabling timely interventions. 
    1. Provide financial support and key well-being benefits. Ensuring competitive pay and benefits can reduce financial stress, which can be a significant (and often unseen) contributor to burnout. Knowing that their financial well-being is secure can make nurses feel more valued and engaged. Financial counseling as part of employer-provided benefits can also help nurses manage their personal finances and reduce stress related to financial insecurity. This can be particularly beneficial for nurses dealing with the costs associated with workplace injuries or therapy. Assisting with student loans can also alleviate a major financial burden, allowing nurses to focus more on their work and less on financial worries. 
    1. Prioritize workplace safety and support structures. Start with an audit around workplace safety and security, with a focus on employees’ vulnerabilities to workplace violence. Establishing a zero-tolerance policy toward any form of workplace violence, including verbal and physical abuse, sends a clear message to employees that their safety is valued. This policy needs to be clearly communicated to all staff members, followed by training sessions, staff meetings, and clearly posting the policy on employer apps and technology platforms. Regular training on handling violent situations and recognizing early warning signs empowers nurses to feel more secure in their work environment. A critical component of this approach is establishing a reporting mechanism. Consider an anonymous reporting system for incidents of violence to ensure nurses can report issues without fear of retaliation and encourage a culture of safety and support. 
    1. Provide flexible work schedules and destigmatize time off. Implement flexible work arrangements by assessing individual needs and preferences for flexible working hours or job sharing, and back up that intention with policies that support work-life balance without compromising patient care. Given the systemic problem of nurses not using their paid time off (PTO) benefits (a culture issue that also needs attention), monitor PTO and encourage nurses who are not taking time off to use their PTO benefits to prevent burnout or help recover from an incident of workplace violence. Managers and leaders can set an example by taking PTO and communicating the positive effects of using the benefit. 
    1. Measure these initiatives. Conduct an initial assessment using anonymous surveys to gauge the levels of burnout and incidents of workplace violence in your setting. Hold focus group discussions to gather detailed feedback from nursing staff to better understand their overall well-being. Continuously monitor and evaluate the effectiveness of support programs and gather feedback, making necessary adjustments to improve the programs based on the evaluation results. 

    Following this simple guide could significantly reduce nurses’ burnout and address the adverse effects of workplace violence to which they are exposed. A holistic approach to employee well-being can be a major driver in the employee experience and create a more connected culture. 

    Q&A With Empyrean’s Director of Automation, Stephen Higgins 

    Q&A With Empyrean’s Director of Automation, Stephen Higgins 

    09 July, 2024

    Stephen Higgins is the Director of Automation at Empyrean. With over 10 years of experience in HR, Stephen specializes in integrating AI to enhance HR practices such as boosting employee engagement and optimizing workforce management. Under his leadership, Empyrean drives innovation in AI-driven HR solutions, continually adapting to industry demands. We wanted to delve into Stephen’s expertise and explore how AI is integrated into HR and its impact on the industry. 

    Employee Experience & Personalization: One-size-fits-all HR approaches can fail to meet the diverse needs of employees, affecting their engagement and satisfaction. How does AI personalize the employee experience from onboarding to career development?  

    Stephen: AI has the potential to revolutionize personalized employee experiences across various industries. By adapting training materials to specific roles and experience levels, and adjusting tone and language to meet individual needs, organizations can create a more engaging and relevant onboarding process. The use of generative AI enables the rapid production of custom-tailored onboarding videos, offering a polished and high-touch experience. This level of personalization not only enhances training content but also boosts overall employee satisfaction and engagement throughout their career development.  

    Predictive Analytics for Retention: High turnover is costly and disruptive, making retention strategies a critical focus for HR departments. How can AI-driven analytics support HR in understanding and enhancing employee retention?  

    Stephen: AI-driven analytics can be a powerful tool for identifying trends that might lead to employee turnover across different sectors. By leveraging key indicators, HR administrators can quickly pinpoint potential issues, allowing for proactive interventions. This predictive capability can support efforts to enhance employee retention by addressing concerns before they escalate, benefiting organizations looking to improve their workforce management strategies.  

    AI Replacing Humans? There is a growing concern that AI might replace human jobs, leading to job losses and reduced human interaction. How do you see AI complementing rather than replacing human roles in HR, and how is Empyrean approaching the AI revolution?   

    Stephen: AI won’t replace people, but employees using AI will! AI at Empyrean is designed to complement our human roles, not replace them. Like any technology, AI enhances our everyday work by improving quality and speed. While some roles may evolve or disappear, such as switchboard operators, AI sets a higher standard for performance across industries. We focus on training our workforce in AI tools and technologies, ensuring they are well-equipped to leverage these advancements. One of our strategies is to develop prompt engineering skills across our workforce, positioning us for scalable growth and future success.  

    The Future use of AI in HR:  As AI technology continues to evolve, its future applications in HR are both exciting and uncertain. What future trends and innovations do you see of AI in the HR field and how can organizations best prepare to leverage these advancements for improved workforce management?  

    Stephen: The future of AI in HR is poised for significant transformation. In the near future, digital personas will become increasingly important, serving as digital representations of employees when interacting with AI-driven technologies. HR teams should start considering how to create and utilize these personas to enhance the effectiveness of AI models and applications. Additionally, the adoption of Large Agent Models (LAM) and Edge Server products is expected to become the norm. This shift means users will access products and applications through their physical devices rather than directly. This is a fundamental change from our user experiences up to now. Organizations must prepare for these advancements by integrating AI into their workforce management strategies, ensuring seamless adoption, and maximizing the benefits of emerging technologies.  

    Leadership & Innovation: Innovating with established HR processes can be difficult. As the Director of Automation, how do you believe Empyrean  has successfully implemented AI to help businesses streamline their HR concerns and improve operations?  

    Stephen: At Empyrean, we utilize AI to manage repetitive tasks and non-decision-support roles, freeing up our resources to focus on the human element in customer interactions. This approach enables us to maintain high service standards at scale. AI acts as an administrative assistant, offering our workforce a wealth of knowledge and tools to enhance productivity and efficiency. By handling mundane tasks, AI allows our employees to concentrate on providing exceptional service and addressing complex issues.   

    As AI continues to evolve and integrate deeper into HR practices, organizations must stay agile, embracing these innovations to optimize operations and empower their workforce for the future. This proactive approach will not only enhance efficiency but also drive significant competitive advantage in the dynamic landscape of HR technology. 

    5 Steps to Improve Employee Satisfaction with Benefits

    5 Steps to Improve Employee Satisfaction with Benefits

    11 June, 2024

    This article was first published in BenefitsPro.

    Employee benefits are crucial to the satisfaction and productivity of any workforce. Research has consistently shown a direct link between the perceived quality of benefits employers offer and overall employee job satisfaction. For example, a study by the Society for Human Resource Management (SHRM) found that 92% of employees say benefits are critical to their overall job satisfaction.

    However, despite their importance, there is often a gap between the benefits 0employers offer and the benefits employees value most. According to research from MetLife, employee satisfaction with their benefits fell to 61% in 2023, down from 64% in 2022 and the lowest point in the past decade.

    Addressing this gap is not about just adding more benefits. It can also involve enhancing (or educating employees on) the right benefits to meet their evolving needs and those of their families. More specifically, it involves advancing your communications through a variety of methods to communicate how benefits can support employees in their time of need.

    What can organizations do to drive employee satisfaction with their benefits? Here are five steps that make a difference, regardless of the company type or the benefits being offered.

    1. Understand your “why”

    The first step is to assess your current benefits strategy. Does it align with your organization’s overall talent strategy? Does it meet the diverse needs of your workforce? More importantly, can your benefits team clearly articulate why you offer the benefits you do and how you measure their success?

    It’s crucial to evaluate the effectiveness of your current program. This assessment must go beyond cost analysis to consider how actively employees engage with each benefit.

    Where possible, collaborate with your benefits administration provider and broker or consultant to compare engagement levels with other clients using the same enrollment platform.

    Benchmarking your benefits program against industry standards can provide valuable insights into its effectiveness. By analyzing data on benchmarks such as employee and family participation rates, claims utilization, and satisfaction levels across similar organizations, you can identify areas where your program excels and areas that may need improvement.

    Understanding your “why” will help you identify the strengths and weaknesses of your current offerings and develop a more targeted strategy — one that personalizes benefits and your communication and outreach strategies for each individual.

    2. Invest in deep personalization

    Personalization isn’t the future of employee benefits — it’s the present. A one-size-fits-all approach to benefits design, communication, education, and employee outreach no longer works and leaves many needs unmet. A personalized benefits approach empowers individuals to choose options that align with their specific circumstances.

    For instance, some employees may prioritize higher HSA contributions, while others may prefer comprehensive health coverage or wellness programs. Additionally, some individuals may need guidance to navigate and discover these valuable programs for themselves and their families.

    It’s crucial to educate employees on how to choose the right benefits and effectively use the benefits they select. This ongoing education ensures that employees maximize the value of their benefits package.

    By using personalized strategies based on each member’s data and behaviors, you meet employees where they are and empower them to make choices that best support their lifestyle and wellbeing. This leads to higher employee satisfaction, increased engagement, and, ultimately, a more productive workforce and better return on the dollars you and your employees invest in these plans.

    3. Get useful feedback from employees

    One of the most effective ways to ensure your benefits resonate with your workforce is simple: Ask them! Historically, attempts to collect feedback have been generic — surveys, focus groups, or town hall meetings. However, these methods often lead to confusing and conflicting feedback.

    In today’s world of hyper-personalization, a more effective approach is to ask for feedback in real time or shortly after employees use their benefits.

    Analyzing employee behavior and capturing feedback at or near the time they use their benefits offers at least three advantages:

    1. A deeper understanding of employee needs. Real-time feedback provides more accurate and relevant insights into what employees value and require.
    2. Behavior change. Timely education and suggestions can encourage employees to make better-informed decisions regarding their benefits. For example, notifying an employee when they become eligible for a wellness incentive or other program can increase participation.
    3. A stronger connection between employees and benefits. Personalized feedback fosters a sense of ownership and engagement, leading to increased appreciation for the benefits offered.

    By adopting a more targeted and personalized approach to feedback, you can ensure your benefits resonate with your workforce and drive higher satisfaction and engagement.

    4. Leverage technology for benefits advocacy

    A significant barrier to benefits satisfaction is simply a lack of knowledge about what’s available. Most employees spend less than 30 minutes reviewing information when they select benefits during open enrollment. You can have a great benefits program with many choices for individuals. But if employees never know about or understand those options, it can lead to dissatisfaction. Not only does this fail to maximize the return on investment in these programs, we might actually be diminishing the overall return.

    Leveraging AI-powered tools can enhance benefits communication and education. AI-driven platforms can deliver personalized, jargon-free communications tailored to each employee’s needs and preferences. Additionally, virtual assistants can offer 24/7 support, answering employee questions and guiding them through complex benefits information.

    Employers can meanwhile leverage AI-powered analytics to gain insights into benefits utilization and use this information to identify areas where education may be lacking. By analyzing pharmacy, medical, and behavioral data, employers can pinpoint specific benefits that are underutilized or misunderstood.

    This data-driven approach allows for targeted communication and education initiatives, ensuring that employees are aware of and understand the full range of benefits available to them.

    5. Adapt to employees’ shifting needs

    To satisfy your workforce’s changing needs, consider a dynamic benefits approach that evolves alongside your people.

    This means offering a range of benefits that cater to different life stages and personal circumstances. For example, younger employees may value student loan repayment assistance or financial planning resources, while employees starting families might prioritize enhanced parental leave or childcare benefits. As employees progress in their careers and lives, their needs are likely to shift toward elder care support or comprehensive retirement planning.

    By leveraging technology, you can proactively identify these changing needs and tailor your benefits offerings accordingly. This data-driven approach ensures that your benefits package remains relevant and valuable to employees throughout their entire journey with your company.

    Think of it like a GPS navigation system. Just as GPS dynamically adjusts the route based on real-time traffic conditions and the driver’s destination, so too should your benefits package adapt to the changing landscape, needs, and goals of your employees. This will ensure they are always on the right track to improving their overall wellbeing.

    At every step: Improve your benefits with intent

    The key to maximizing your benefits offering is to actively engage with, and listen to, the needs of your employees, offer them flexibility and education, and don’t be afraid to make changes.

    Creating a better benefits experience makes a difference. This not only boosts satisfaction but also reinforces your organization’s commitment to its most valuable asset — its people.

    Plan design, employee experience top of mind for benefits leaders

    Plan design, employee experience top of mind for benefits leaders

    20 May, 2024

    SANTA ANA PUEBLO, N.M. — A recent gathering of benefits administration leaders and practitioners in a remote New Mexico desert resort was dominated by discussions of employee mental health, rising employee expectations, and finding ways to meet employees where they are while tackling rising health care costs that impact employer-provided benefits. 

    Empyrean’s EVOLVE 2024 brought together over 150 attendees to discuss ways that technology and communications can change how companies support and engage their workforce, create more connected cultures, and elevate benefits in the employee experience. 

    “We see a direct connection between benefits and employee wellbeing and,  ultimately, organizational health,” Empyrean CEO Rich Wolfe said during his opening remarks of the three-day conference. “Benefits administration is about more than plan design. It is about the holistic support of the employee experience.”

    Several sessions, including the keynote address by best-selling author and CEO of Delivering Happiness, Jenn Lim, focused on treating people as a whole human being at work and beyond work.

    “In the past, we’ve been all about purpose, values, and behaviors, and they are still relevant, but they are table stakes now,” she said in an interview before a book signing session. “There are already so many benefits and so much noise. If we want to help employees through this thing everyone is calling a funk, we need to be clearer with employees and simplify the message.” 

    Lim also warned that employee wellbeing is at an all-time low and that companies need to rethink ROI as more of a “ripple of impact”. 

    “As leaders in the room, we can’t fix everything, but we can be the mirrors for people to see a way forward,” she said. 

    Other speakers shared tips on a variety of topics from mental health to meeting employee needs to improving communications. One strategic discussion centered around gathering employee feedback to inform and continuously improve benefits strategies. Another suggested reducing the number of apps that employees use to access company information around benefits (including supplemental benefits such as pet insurance or elder care) and other important company updates and information. 

    Most attendees agreed one of their biggest challenges is communicating details about benefits in a way that can break through the noise.

    Kassy Dewey, program manager benefits at Children’s Health, used a series of videos ahead of last year’s benefits enrollment featuring a variety of offerings in the coming year’s selections that sparked higher engagement than previous communications efforts. 

    “Communicating is tough, and communicating well is even tougher,” she said in a panel titled “Meeting People Where They Are”.  “Believe it or not,  snail mail is making a comeback, because people are overwhelmed by too many emails.”

    Luis Doffo, a managing director of sales at HSA Bank, said effective communication has to consider individual factors in each employee’s life that might help communication breakthrough. 

    “Based on how your employees are evolving, you need to modify your communication strategies,” he said. 

    Some discussions at the conference focused on innovation in benefits, such as self-funded benefits plans to reduce costs, reference-based pricing strategies, and certifications for mental health allies, especially for managers, to identify employees who may need to access appropriate benefits. 

    Individual interviews with over a dozen benefits leaders revealed an overwhelming skepticism around reference-based pricing — an attempt by many states to make pricing more transparent at the point of care.

    Benefits leaders say they have concerns about their employees’ understanding of how the approach would work, especially given the reluctance of health care providers to provide price estimates for care on the spot. They say health providers will want to wait for health insurance carriers to give exact pricing, which they said could leave patients without exact information in real-time and would undermine the spirit of reference-based pricing. 

    Panelist Angel Seufert, executive vice president of HR at Empyrean, shared with conference attendees a program she launched to train and certify two employees as mental health allies to identify employee needs and help connect those individuals with the resources they may need. Other HR leaders say they want to replicate that program. 

    “I really like the idea of the mental health ally certifications, especially if those people are managers, ” said Urvashi Saigal, director, head of benefits at Danone North America. “We look to lead from the top on removing any stigmas in mental health.”

    “A lot of our employees are experiencing issues with social determinants of health and we’re sometimes having difficulty getting them the resources they need, so we’re turning to technology to create a more connected culture through benefits,” added Saigal, a co-panelists with Suefert in the sessions titled “Optimizing the Connection Between Individual Wellbeing and Workplace Wellness.”

    One session, led by Empyrean’s Chief Strategy Officer, Jim Priebe, focused on the challenges that HR leaders have given remote and hybrid workforces and all the distractions that employees have in their lives at work and outside of work that make it harder for employers to communicate with their people. 

    He cited a few alarming statistics about how people are feeling: 47% of employees are worried, 24% are lonely, and 51% are disconnected, according to recent research by 2022 research by Blueboard.

    “It isn’t just a pandemic problem. It is a growing problem,” Priebe said. “We’re just in an age where we feel more comfortable talking about these things. We need to make connections with employees a priority.”

    The conference last week was interspersed with small moments of connection with the Tamayan people, who own the land operated by the Hyatt Regency. On day two of the event, about a dozen conference attendees watched the sun rise over the Sandia Mountains. The brisk morning walk was led by Tamayan Alica Ortiz. She provided an oral, guided tour through the nearby bosque — a Spanish word meaning forest. But for the locals, it represents a description of the land and their relationship to everything clustered along a stretch of the Rio Grande River. 

    Near the end of the conference, Navaho flutist William Clark performed native music for a 15-minute stretch on two wooden, hand-made flutes. On the agenda, his performance was billed as “A Moment of Afternoon Enchantment.” After playing, Clark asked the crowd: “Feel better?”

    Tony Spangler is vice president of public and analyst relations at The Starr Conspiracy and spent 20 years as an award-winning journalist covering government, health care, and business.  

    Creating a Connected Workplace Culture: How to Bridge the Physical & Digital Divide 

    Creating a Connected Workplace Culture: How to Bridge the Physical & Digital Divide 

    13 May, 2024

    In the modern workplace, fostering a sense of connection among employees is more than a nicety — it’s a necessity. As many companies were forced to adopt remote and hybrid work models over the past few years, the challenge of building meaningful employee experiences and deep connections within teams has become even more complex. Yet, the stakes for ensuring these connections have never been higher. 

    Shockingly, more than half of U.S. employees feel disconnected. This disconnection is more than a personal issue — it’s an organizational crisis, directly impacting employers’ ability to attract, develop and retain top talent. In fact, employees who say they feel connected to their workplace culture are:

    • Over 5x as likely to recommend their organization 
    • Nearly 4x as likely to be engaged at work 
    • 55% less likely to be looking for another job 

    The Challenge of Distance & Distraction 

    One of the primary hurdles in building a connected workplace culture is the physical separation of team members. With remote and hybrid work becoming increasingly prevalent, employees are no longer sharing the same physical space, making spontaneous interactions and informal conversations a rarity. This lack of face-to-face contact can lead to feelings of isolation and disconnection among team members, hindering the development of a cohesive culture. 

    Moreover, the proliferation and fragmentation of workplace apps pose significant challenges to building a connected workplace culture. With a seemingly ever-growing array of HR point solutions – from benefits to time and pay to learning and development – employees frequently encounter a disorganized maze of applications. This not only negatively impacts productivity, but also exacerbates cognitive overload and decision fatigue among employees, who often struggle to discern where to turn when in need. 

    So, how can organizations navigate these challenges and cultivate a connected workplace culture in an era of distance and distraction? 

    Developing a Connected Workplace Strategy  

    Connection doesn’t happen by accident. Building better employee connections in the digital age requires an intentional act of commitment, being adaptive, and understanding the evolving dynamics of the workplace. 

    To navigate this journey successfully, organizations must: 

    1. Act with deliberate intention in choosing strategies that resonate with your unique culture and workforce. This involves clearly defining what connection means to your organization and what the goals are, getting buy-in and participation from leadership, and measuring key success metrics that directly tie to the goals you’ve set. 
    1. Embrace tools and technologies that bridge distances, while being mindful of the human need for genuine connection. The important thing here is to not add to the noise employees already contend with, but to simplify their experience and fit naturally into their day-to-day. Ease of use and accessibility are paramount. 
    1. Cultivate clear and open communication so that every member of your team feels visible, heard, and important – wherever they are on their employee journey. One way to create this type of environment is to develop personalized, targeted messaging and touchpoints that will deliver the right information to the right employee at the right time. Technology can be a huge help here. 
    1. Soak up all the feedback you can. Good feedback practices not only light the way toward areas for growth and improvement but also reinforce the bonds that connect your teams together across digital divides. Establish your feedback channels, encourage employees to share and, most importantly, act on the input you receive. 
    1. Commit to continuous improvement, understanding that the path to deeper employee connections is a dynamic, never-ending process. In addition to analyzing and acting on feedback, be transparent and own up to the areas where you fall short, and, in equal measure, take time to celebrate where you’ve made strides. 

    Want to learn more about building a connected culture in the era of distance and distraction? Check our our on-demand webinar and hear how other leading employers are rethinking the employee experience to drive greater engagement, productivity and satisfaction in the workplace. 

    Empyrean’s Evolve24 : Unveiling the Secrets Behind Product and Technology Evolution 

    Empyrean’s Evolve24 : Unveiling the Secrets Behind Product and Technology Evolution 

    07 May, 2024

    As businesses continuously evolve, the need for innovative technology solutions that can keep pace with dynamic workplace demands becomes crucial. Most companies are dedicated to enhancing and expanding the technology and services that support and engage diverse workforces. At the upcoming Empyrean’s Evolve24, Session 5 will offer an exclusive look into how technology and products are crafted to foster a connected and thriving workplace culture. 

    Led by Jen Peery, Sr. Director of Product Strategy, and Kelly Clark, Chief Information & Technology Officer at Empyrean, this session promises to peel back the curtain on the intricate processes behind product development. Attendees will gain insights into the strategy, planning, and cutting-edge innovation that transform ideas from roadmap to reality. This behind-the-scenes exploration will highlight Empyrean’s commitment to not just meeting, but exceeding, the expectations of our clients with technology that enhances user experiences and empowers employees. 

    Our experts will delve into real life examples that demonstrate the tangible impacts of our solutions on real-world business operations. This session is an invaluable opportunity for attendees to see firsthand how strategic product development can result in robust technology solutions that are both scalable and adaptable to a variety of workplace environments. 

    Learn more about Evolve24 and how thoughtful technology can revolutionize the way companies support and engage their workforce, paving the way for a more connected and productive future. 

    Empyrean’s Evolve24: Crafting Communications for Enhanced Employee Engagement 

    Empyrean’s Evolve24: Crafting Communications for Enhanced Employee Engagement 

    06 May, 2024

    In the world of corporate communication, creating a seamless experience for employees is crucial for their engagement and satisfaction. Empyrean’s Evolve24 is set to host an enlightening session that delves into the intricacies of effective communication both on and off digital platforms. Led by Misty Guinn, Sr Manager of Communication Strategy, this session will showcase the art of synchronizing various communication channels to deliver a unified and impactful employee experience. 

    This workshop titled “From Design to Delivery: Creating a Seamless Experience for Maximum Engagement & Employee Satisfaction” will explore the entire spectrum of content creation and deployment. Attendees will learn about crafting compelling content, launching targeted campaigns, and the alignment required to develop a comprehensive communications strategy. Through detailed analysis and sharing of best practices, the session will offer a roadmap for effectively executing across diverse channels. 

    Misty will delve into creating meaningful educational touchpoints and custom communications that inform, connect, and resonate with employees. The discussion will cover the essential elements that make communications impactful, focusing on how to enhance a benefits strategy’s effectiveness through clear, consistent messaging. Attendees will walk away with actionable insights and practical tips to transform the way they communicate with their teams, aiming to boost engagement and achieve measurable results in employee satisfaction.  

    Learn more about Empyrean’s Experience Lab and how you can create custom communications for your employees. 

    Empyrean’s Evolve24: Exploring the Future of Work with AI 

    Empyrean’s Evolve24: Exploring the Future of Work with AI 

    03 May, 2024

    The future of work is unfolding before our eyes, and at the heart of this transformation is Artificial Intelligence (AI). As we gear up for Empyrean’s Evolve24, we will explore how HR professionals can integrate technology seamlessly into their strategies. The session, Amplifying the Human Element of AI: Bringing a Personal Touch to Technology, will dive into the world of virtual assistants, chatbots, facial recognition, and more, illustrating just how relevant AI has become in our daily professional lives. 

    During this session, attendees will gain a deeper understanding of the different types of AI currently shaping industries. The discussion will focus on: 

    Algorithms that enhance decision-making. 

    Systems designed to streamline operations. 

    Specific examples and case studies that illustrate the practical application of AI. 

    This isn’t just about acknowledging AI’s presence but understanding its capacity to transform traditional business models and workflows. 

    Moreover, the spotlight will also be on Empyrean’s unique approach to integrating AI. Rather than seeing technology as a substitute for human roles, Empyrean leverages AI to augment the capabilities of our team, enhancing both expertise and empathy. This session lead by Katie Carroll, Director of Product Marketing, Stephen Higgins, Director of Automation, and Freddie Berberena, Vice President, Member Service + Service Center Strategy, will explore how AI can support and extend the skills of human employees, ensuring that technology adds a personal touch to interactions and services. It’s an opportunity to see how Empyrean not only adapts to the AI revolution but also sets a precedent for others by championing a synergy between human ingenuity and machine precision. 

    As we navigate this peak era of AI, Empyrean’s Evolve24 is set to be a beacon for all looking to understand and implement AI in a way that truly complements and enhances the human aspects of work. Learn more about Evolve24 and all the topics we will explore. 

    Q+A With Empyrean’s Sr Director of Product Strategy, Jen Peery

    Q+A With Empyrean’s Sr Director of Product Strategy, Jen Peery

    23 April, 2024

    Jen Peery is Empyrean’s Sr Director of Product Strategy. With over 16 years in benefits administration, she has extensive experience planning and executing ben admin product strategies. She is focused on innovation and elevating the end user experience for Empyrean products. We got to ask Jen her insights into product strategy and what is important for the future of benefits administration.

    Innovation in Benefits Administration: Given the rapid pace of technological advancements, how is Empyrean planning to innovate its benefits administration products to meet the evolving needs of employers and employees?

    Jen: One of the biggest problems employers continue to face is employee engagement with their benefits. Without this engagement, the most well-defined benefits strategy won’t yield the anticipated results for the employer. Our products are the opportunity to bridge that gap, so employees have what they need at the right time. The way information is delivered and consumed by an end user is at the forefront of how we continuously innovate the Empyrean experience for both employees and the employer. 

    User Experience Focus: User experience is crucial in benefits administration platforms. Can you share how Empyrean prioritizes and incorporates user feedback into the development and enhancement of its products?

    Jen: Our User Experience team focuses on research and aggregate behaviors of end users to help drive our roadmap. We also utilize surveys, market data, our Client Counsel, feedback from internal teams and old-fashioned conversations with clients, brokers/consultants, and market experts – all of which weigh heavily on how we shape our product roadmap.  

    Compliance and Regulatory Challenges: Benefits administration is heavily influenced by regulatory requirements. How does Empyrean ensure its products remain compliant with changing laws and regulations, and what challenges does this pose for product management?

    Jen: Empyrean closely monitors regulatory requirements and the downstream impacts to employees, employers and the benefits ecosystem. Our clients and stakeholders rely on us to provide technology that helps manage and communicate these needs. We always reserve time each year on our Product Roadmap to support Compliance related development efforts. These are the things you must do as a benefits administration provider. 

    Integration with Other HR Systems: Interoperability is key in HR technology. How do Empyrean’s benefits administration products integrate with other HR systems and platforms, and what benefits does this integration offer to organizations?

    Jen: Again, thinking about the user – the employee – we are uniquely positioned to unify an employer’s HR systems and platforms in one location, driving access and engagement in the said systems, programs, and information an employer has curated. Ultimately solving barriers to access drives the trust and engagement paramount to the employee/employer relationship. I believe that’s foundational to talent retention. 

    Future Trends and Predictions: Looking ahead, what major trends do you predict will shape the future of benefits administration, and how is Empyrean preparing to address these trends in its product roadmap?

    Jen: I think there are 2 major buckets that will continue to influence benefits administration. One being needs in the market we could help solve for – like employee engagement, price transparency, long term care tax, controlling the healthcare spend – just to name a few. The other bucket to consider is how we solve these trends. We look at all angles when it comes to the how: does it make sense to partner, does AI play a role, what’s the support and service experience like? The “what” and “how” are equally important to consider when shaping the product roadmap. 

     
    Leveraging Artificial Intelligence: Artificial intelligence (AI) is becoming increasingly pivotal in various technology sectors. How is Empyrean integrating AI into its benefits administration products, and what advantages do you see this bringing to your clients in terms of efficiency, personalization, and decision-making support? 

    Jen: When my team thinks about a new feature or functionality, the first thing we ask is: SHOULD AI solve it? If our research indicates yes, then we move to COULD AI solve it? There are many use cases in benefits administration and our daily lives where AI is extremely helpful gathering and sorting information – if the end user is comfortable engaging that way. Ultimately, I see AI being one of the available tools to enhance the employee experience when it comes to choosing and using their benefits. 

    Empyrean’s focus on enhancing user engagement, ensuring regulatory compliance, and integrating technology such as AI, showcases a proactive approach to meeting the complex needs of this industry. These efforts are crucial for improving the efficiency and responsiveness of benefits systems, benefiting both employers and employees. As the field of benefits administration continues to evolve, these strategic innovations suggest a future where these systems are more accessible and effective, reflecting a broader industry trend towards greater user-centricity.

    Empowering Public Sector HR: Empyrean’s New Partnership with Sourcewell

    Empowering Public Sector HR: Empyrean’s New Partnership with Sourcewell

    17 April, 2024

    When it comes to public sector human resources, the challenges of managing employee benefits can be vast. With the unique complexities and regulatory hurdles faced by government and educational organizations, HR professionals are continually seeking solutions that enhance efficiency and compliance. Empyrean is excited to announce our recent selection as a benefits administration supplier for Sourcewell which represents a significant development for those in public sector HR. This partnership promises to bring tailored solutions to the table, designed specifically to address the nuanced demands of public sector benefits administration. 

    Empyrean’s collaboration with Sourcewell is not just about providing services; it’s about empowering public agencies to better manage their human resources. For Public Sector HR professionals, this can lead to enhanced employee satisfaction and retention—a critical concern in the public sector, where the competition for talent can be tough. 

      Whether it’s adhering to strict compliance standards or streamlining the benefits management process, Empyrean’s tools are designed to improve the overall efficiency and effectiveness of benefits programs.   

    The benefits of this partnership extend beyond mere administrative support; they include the fostering of a connected, engaged workforce. As noted by Ryan Donovan, Sourcewell’s Senior Director of Risk, Benefits, and Insurance, the contract with Empyrean aims not only to provide outstanding coverage but also to ensure that employers and employees are thoroughly supported throughout the benefits management process. For HR departments, this means not only simpler management of benefits but also a more holistic approach to employee engagement and wellbeing. 

    For those involved in public sector human resources, staying informed about such developments is crucial. This is an opportunity to provide deeper insights into how these tailored solutions can specifically benefit your organization. Read the full press release here to explore how this partnership could elevate your organization’s approach to supporting and connecting to your workforce. 

    Optimizing the Connection Between Individual Wellbeing and Workplace Wellness 

    Optimizing the Connection Between Individual Wellbeing and Workplace Wellness 

    16 April, 2024

    The link between individual wellbeing and overall workplace wellness has never been more crucial. The upcoming panel at Evolve 24 promises an enlightening exploration into how the health of each team member is a cornerstone of organizational prosperity. As we delve into this vital topic, we invite you to join us in uncovering the strategies that can transform your workplace into a nurturing and thriving environment. 

    Recent findings, such as those from Mind Share Partners’ 2023 Mental Health at Work Report, highlight a concerning disconnect in workplaces across the U.S.: a significant portion of employees experience mental health symptoms, yet perceive a lack of prioritization and advocacy for mental health within their organizations. This panel aims to address these critical issues, providing insights into why a supportive, open dialogue about mental health is not just beneficial but essential for a company’s success. 

    The Surgeon General’s Framework for Workplace Mental Health & Wellbeing introduces a holistic approach to employee wellness, emphasizing protection from harm, connection and community, work-life harmony, mattering at work, and opportunities for growth. Each of these pillars corresponds to fundamental human needs, from safety and security to dignity and meaning. Our esteemed panelists will discuss practical, actionable strategies that address these needs, fostering an environment where every employee feels valued and understood. 

    Moderator Jason Glaser, Sr. Strategic Account Advisor at Empyrean, will lead a session that will not only challenge current norms but also inspire a transformative journey towards a more empathetic and effective workplace. Discover how prioritizing the total wellbeing of your team can catalyze a profound shift in your organization, creating a culture where everyone is empowered to thrive and contribute to collective success. 

    Learn more about Evolve 

    Meeting People Where They Are – Benefits & Employee Experiences That Make Your People Feel Like They Belong 

    Meeting People Where They Are – Benefits & Employee Experiences That Make Your People Feel Like They Belong 

    11 April, 2024

    As the workplace continues to expand, the importance of cultivating a sense of belonging is imperative to unlocking the full potential of an organization’s employees. At Empyrean’s upcoming EVOLVE conference, a session is set to offer insights into fostering a culture where every individual feels valued and connected. This invite-only event for Empyrean clients and partners is poised to gather thought leaders who will explore strategies for nurturing an environment that emphasizes every team member’s integral role in the success of an organization. 

    The session will address the ongoing issue of employee engagement, or the lack thereof, with data indicating a continuation of low engagement rates among U.S. workers. This trend not only dampens morale but is expected to carry significant economic repercussions, echoing past analyses that highlighted billions in lost productivity. This session will focus on the complex layers of employee disengagement, spotlighting the critical role of emotional and professional connection to an organization’s mission and values. 

    Antoine Carter, Sr. Director of Client Services at Empyrean, will moderate a panel of experts who will delve into strategies that aim to meet employees at their respective life phases, enhancing their sense of belonging. The panel will project how integrating benefits, wellness, and communication strategies effectively can address and adapt to the evolving needs of the workforce, thus fostering a more connected and engaged employee base. 

    EVOLVE promises to have engaging sessions that speak directly on how we connect with our teams. This session is one of many that will have insights into aligning with employees throughout their diverse life stages, understanding the factors that drive engagement, and acknowledging the intertwined relationship between engagement, productivity, and organizational achievement. 

    Learn more about Evolve. 

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