The challenge many organisations face today with regards to their employee benefits platform is gaining adoption, delivering personalised value to their employees and seeing a measurable return on investment.
Today, employee online benefit expectations match their consumer experience of hyper-personalisation and a traditional 'monolithic' approach to this simply does not work.
Employee requirements are complex. A 'one size fits all' approach actually fails all. At any point in time an individual will have very specific requirements and directing your employees to the appropriate benefit is the goal.
Traditionally a firm might not have an integrated offering (i.e. the benefits available are provided by a range of suppliers and not accessible from one place) or an online platform that is essentially a single, rigid service with many, if not all of the services being delivered by a central supplier. In both situations there is a risk that the employee will find it hard to navigate to the right solution and/or not be provided with the best in class benefits.
Therefore the architecture of your platform needs to have two key components:
1. Personalised front end
2. Relevant best in class benefit solutions sitting behind that can be added or removed based on ongoing requirements
The composable architecture approach is often used in website design by decoupling the front-end and back-end code, resulting in faster and easier development (see the diagram below).
Taking this approach to your employees benefit platform:
1. Your front-end provides the opportunity to easily surface and direct employees to the most relevant benefits that will add value to them
2. Whilst your back-end can be constantly updated with the best in class benefits
3. This one solution is constantly collecting, processing and analysing the data to help improve experience and measure ROI
Any provider that can provide the technology, best of breed deployment, ongoing consultancy and communications will ultimately lead the market.
Today’s consumer expects a hyper-personalized experience. They want to feel heard, understood and supported. Those expectations span the benefits experience as well. Much like shopping for clothes or picking a restaurant for dinner, benefits decisions are highly personal. Each employee has their own unique needs and goals, and they expect their benefits to support everything from financial preparedness to their mental well-being.