When leaders use wellness resources, access mental health support, or visit employer-sponsored primary care centers and then share their experience about these programs, it sends a clear message to employees. These benefits aren’t just available—they’re encouraged.
Executive benefits use sets the tone for company culture and can drive real, measurable impact on increasing benefits engagement. Here’s how executives influence benefit engagement to enhance utilization and employee well-being.
Lead by example
Executives hold the power to shape how benefits are perceived, and it starts with visibility. When leaders are seen using benefits themselves, it reinforces their value far more than a breakroom flyer or HR email.
But it doesn’t stop at participation. Executives should also speak openly about their experiences. A short testimonial video shared during an all-hands meeting or a personal story told at a benefits fair can have a lasting impact. These moments humanize leadership and break down barriers that might keep employees from fully using what’s available to them.
Normalize benefits that carry stigma
Executives who speak up help destigmatize care and create a workplace where employees feel supported, not scrutinized, for taking care of themselves.
Some of the most valuable benefits are also the most underused, often because of lingering stigma. Mental health services, grief counseling, weight management programs, drug and alcohol abuse programs, and even taking time off can feel taboo in high-performance cultures. That’s where executive leadership is especially important.
When leaders speak openly about these topics, they make it safe for employees to do the same. A CEO who shares about working with a therapist or taking bereavement leave after a loss adds a human touch and shows they’re just like everyone else. This kind of transparency helps remove the fear of judgment and signals that prioritizing personal health isn’t a weakness, it’s a strength.
Even something as simple as encouraging PTO during a team meeting or reminding staff that mental health days are part of the benefits package can make a difference. The goal is to make these conversations part of everyday work culture, not something employees have to tiptoe around.
Remind employees of their options
Even the best benefits can go unused if employees don’t know they exist or forget what’s available. Executives should promote the full suite of offerings throughout the year, not just during open enrollment.
By regularly reminding employees of the benefits available to them, leaders help close the gap between access and actual use. For example, many employees may not realize they have access to advanced primary care or wellness services at no out-of-pocket cost. Without a reminder, that value can go untapped.
When executives take the lead in sharing this information—not just HR—it shows that benefits are a priority at every level of the organization. That consistent reinforcement drives awareness, boosts utilization and helps employees make the most of the resources designed to support their health, well-being and performance.
