Why You Should Provide Great Employee Benefits, and Work With a Great Employee Benefits Consultant

Guest blog content provided to Q4iNetwork Consultants by freshbenies freshbenies-Logo-CMYK 2018

Any benefits broker can sell employee benefits plans. But a true benefits consultant is much more interested in giving clients the opportunity to buy benefits for their people.

This is an important distinction, and one that redirects the focus back to the real question: Why do companies make the decision to offer benefits to their employees? 

Yes, there are laws that require companies of certain sizes to provide health insurance plans, and that there are tax incentives for other employers to offer coverage. 

But here are two more critical reasons companies provide benefits packages.

1. Attracting and Retaining Talent

This is far and away the biggest reason companies offer benefits. The success of a company depends largely on hiring and retaining the best team, and a comprehensive benefits package goes a long way toward doing that – particularly in a more competitive market.

The employee benefits brokers who stand out are those who give companies an opportunity to stand out— by providing a unique set of benefits. When all other things about a job offer are equal, a benefit package with sizzle can be a serious game changer.

Does your broker talk about non insurance benefits?

There are many of these kinds of services available. Understanding what they are and what problem each one solves is key to designing a benefits program that is appealing to your current and future employees.

Does your broker ask questions to uncover your unique needs and pain points?

For example, many employers can’t afford the comprehensive plans offered in the past, which means current offerings can have some pretty big holes in them. If your broker isn’t interested in figuring out how to fill in the gaps, you may want to find one who is.

These non-essential services can improve the essential insurance plan while adding helpful and customizable options employees will like, appreciate, and use. The health plan will always matter, but pairing it with practical, effective tools can make employees appreciate their benefit package even more. 

As you’re talking about non-insurance solutions, here are some key things to consider:

  • What is implementation like?
  • How much customer support does the provider offer?
  • Are there options in how the service is used (online, app, phone)?
  • Is the employee’s family included in the benefit?
  • How does the provider drive utilization?

2. Keeping Employees Healthy

Depending on the size of the company, this can play out a couple of different ways for employers. 

In a large company, health maintenance and disease prevention are integral to productivity and the bottom line. Having a proper benefit plan in place raises the odds of keeping those employees healthy, working, and productive by reducing downtime due to illness. 

For small businesses, prevention and quick treatment are critical because an illness suffered by a key employee is more difficult to overcome. This factor extends to family benefits which impact the employee missing work to care for them.  

A consultant-minded broker will be excited to step in with new strategies to help you increase access to care for your employees.

Does your broker take the time to educate you about service options that can make it easier for employees to seek timely, appropriate care for themselves and their families?

Having solutions like these at your fingertips can help you maximize your workforce and help keep costs down.

Make the most of your benefits. And your broker.

If your broker isn’t talking to you about things like telemedicine, employee advocacy, HR admin tools, voluntary products, and other out-of-the-box solutions, they aren’t telling you the whole story. Or bringing you the most value.

Why not work with a true benefits consultant who can help you deliver on ALL the reasons you offer employee benefits to your team?

Your employees will be happier, and so will you.

Photo by garagestock

5 Pillars of Employee-Related Expenses eBook

Why Your Vacation Policy Sucks

All you want is an organization full talented people who work hard and are in it for the long haul. Is that too much to ask? Not if you’re taking care of them.

Your employees can’t be “on” all the time. And there’s this little thing called life that demands their attention on a regular basis. Giving your employees what they need to be successful includes giving them enough time off to manage the demands of work and life. But in far too many cases, this isn’t happening.

Sure, you have a vacation policy on the books. But is it equitable, reasonable, or sensible? Just because a policy exists doesn’t mean it’s good.

Too little

How much vacation do you give your employees? Do you start them off with a set amount or make them work an entire year before banking their first 5 paid days? Expecting someone to happily and effectively work for a year without vacation may seem reasonable to some employers, but ask any employee how they feel about that and you’re bound to get an earful.

Do you increase available vacation time the longer people stay or do you give everyone their two weeks when they start and continue that until the end of time? It’s nice to have a minimum standard, but as people move up in their careers, they expect to take on more responsibility. And they expect that additional responsibility to come with more trust, more flexibility, more money, and more time off. 

Is your sick time super generous but your vacation time fairly slim? Yes, there are employees who need more sick days, and they should be able to take them. But healthy, reliable employees shouldn’t feel like they are being penalized for always showing up. Knowing you have chunks of paid time off sitting around that you can’t actually use feels a bit punitive.

Too much

No such thing, you say? We beg to differ.

Do you have an unlimited vacation policy? Is it so vague and misunderstood that no one ends up taking any? This isn’t going to win you any points.

Is your vacation time based on seniority? Do your long-time employees have exponentially more vacation days? And are they snapping up all the coveted dates before anyone else even gets a shot?

Yes. Vacation in October is still vacation. And they say New England is lovely that time of year. But once your up-and-coming employees figure out they won’t be able to take time off over spring break or the 4th of July until their kids are out of college, this is going to be a problem.

Too late

You may think paid vacation is a small thing, an extra that your employees should be grateful to have at all. And if you’re comparing your vacation policy to what it was like for your great grandfather, you might be right.

But life is very different now. And so is work.

  • Many families are dual income, which means there isn’t anyone at home to just “take care of things” as they come up.
  • Working adults are often responsible for aging parents as well as young children.
  • With the cost of living continually rising, many people can’t afford to take unpaid time off.
  • Workplace stress is on the rise, and more and more individuals are struggling with mental health issues.

If your paid time off policy doesn’t give your staff the time they need to take care of business and themselves, they will become less satisfied, less productive, and less inclined to stay.

Fix it!

The nice thing about your company policies is that you have the power to change them.

Ask your employees what they like and don’t like about your current policy, and listen to their feedback. Little changes can go a long way toward making your team feel valued, appreciated and supported.

Not sure where to start? Here are some quick ideas:

  • Ditch the old sick day vs. vacation day mentality and move to a paid time off (PTO) system. Your employees need time away from the office. Period. Don’t make them get sick (or tell you they’re sick) in order to take it.
  • Give all new employees at least some usable PTO when they start. If they already have a trip planned when you hire them, honor their plans and their time. Don’t make anyone work for you for an entire year to prove they are “worthy” of a little rest and relaxation.
  • Create a vacation policy that rewards longevity with increases over time, but still gives less senior employees time off when they want and need it. Consider closing your office down for a week around Christmas, the 4th of July, or any other time of year that is particularly slow for your industry. Chances are good that many of your customers and clients are also out of the office. You could also consider incentives for people who work peak vacation times, a rotating holiday schedule, or even a lottery system. A little creativity can go a long way here.
  • If you decide to go with an unlimited vacation policy, make sure to spell out the process clearly for everyone. How much notice is required? Are there any blackout dates? Is there a maximum number of days? Better yet, is there a minimum? A common problem with an unlimited vacation policy is that many people are afraid to use it, either because it’s too undefined, or because they feel guilty about taking the time. They may also not know how to manage their workloads if they do use it. Put systems in place to support people who are out of the office and encourage them to take time off regularly. If you see employees going a year or more without taking vacation, meet with them to find out why.

Happy, productive employees don’t just magically happen. Employers who take the time to discover and deliver what they need will be the ones who come out on top. 

 

Photo by Juergen Faelchle

5 Pillars of Employee-Related Expenses eBook

In a Tight Labor Market, Candidate Ghosting Goes Both Ways

If you aren’t familiar with the term ghosting, rest assured. It has nothing to do with Halloween. But it is a problem that has haunted job seekers for a long time. And now it’s sneaking up on HR teams, recruiters, and hiring managers as well.

Ghosting refers to those instances when you’ve been communicating back and forth with someone about something, and then… poof! They disappear into thin air. Your calls, emails, or texts go unanswered, and with absolutely no explanation as to why.

It’s been happening to job seekers for a while

In an employer-friendly labor market, this happens to candidates all the time. They apply for a job, and then hear nothing. Or they apply for a job, get partially through the process, and then hear nothing. Or even worse, they apply for a job, go through a series of phone screening, interviews, skills testing, and reference checks. And then hear nothing.

This phenomenon has been frustrating job seekers for a long time now. Notably, since about 2007, when the great recession kicked in and the job market got really tight.

On some level, it’s easy to understand why. With copious amounts of positions being eliminated and very few opening up, hiring managers found themselves with hundreds of applicants for even the most entry level jobs— and fewer in-house resources to handle them. Responding to each candidate in this scenario ranged from difficult to downright impossible.

This was probably frustrating for everyone initially. But somewhere along the line, the ghosting of job candidates became a normalized practice. Many organizations started to believe that responding to candidates they weren’t going to hire was a waste of time. After all, the line of quality applicants wasn’t just out the door, it was all the way down the street.

But the tables have turned

Years of desperately eager candidates lulled employers into believing they were in the driver’s seat, and that hiring candidates was the easy part of the talent search.

But with unemployment at an all-time low, employers have seen that pipeline of talent dry up. When they find that ideal applicant, it’s like winning the talent lottery. Unfortunately, the practice of not responding to job seekers has now shifted to the other side. After years of being ghosted by potential employers, candidates are now responding in kind.

HR forums are full of stories about candidates who simply stop responding during the job search, don’t show up for interviews, or fail to report on their first day of work. All with no explanation whatsoever. Never to be heard from again. Classic ghosting.

For employers who are used to being in the power position, this can be quite a shock. Recruiters and hiring managers are now left feeling frustrated and confused. Much like job seekers used to be when it happened to them.

What can you do?

As with any emerging business problem, you’ll want to explore strategies to mitigate the damage, and the chances of it happening again. Here are a few ways you can position yourself as an organization worth responding to.

1. Follow the golden rule

If you want candidate communication to be a two-way street, you’ve got to do your part. Don’t leave applicants in the dark. Keep them informed, educated, and engaged every step of the way during the process. Even if they aren’t a good fit, let them know in a kind and timely manner.

2. Take advantage of technology

You no longer need to sift through stacks of paper, make endless phone calls, or print out rejection letters. There are plenty of online platforms that allow you to collect applicant information and respond quickly and easily. Email automation is an amazing tool. Use it to let candidates know you’ve received their information and tell them what comes next. As you get further along in the process, take the time to make your communications more personal. But always keep them timely.

3. Don’t drag your feet

One of the reasons employers are being ghosted is because employees have options. Savvy, talented candidates are likely to have several job leads, and multiple companies courting them. If you hesitate, they will get snapped up. Maybe even by your competition.

4. Be attractive

The most common context for the term ghosting relates to dating scenarios. You go out once or twice, you think it went well, then you never hear another word. Chances are, it’s because your date just wasn’t that into you. The same goes for job seekers.

Now is the time to take a look at your company culture, your compensation, PTO, and benefits packages, your hiring processes, your website and marketing, your image in the community, your Glassdoor reviews, and anything else you can think of. Have you built an organization that people want to be part of? Do you have a clear purpose? Does it align with your actions? Are you paying market wages? Is it obvious you care about your employees and your community? Are you focusing on things like diversity, career development, and employee success?

If you want your candidate relationships to go to the next level, you have to show them that you’re worth their time. And that they are worth your time.

5. Put ghosting to bed

The quickest way to show someone they aren’t worth your time is keep them waiting. Or to ignore them all together.

Unfortunately, so many companies have done this to their job applicants for so long that the message came through a little too loud and a little too clear. And now we must undo the damage.

If you’ve been skimping on your candidate communications, it’s time to overhaul your processes and your assumptions. Today’s employees have more leverage than ever, and they aren’t afraid to use it. Not responding to job applicants isn’t going to get you the talent that you need to run your business.

It all starts with you

Make sure your company culture and your hiring practices reflect your core values and purpose. If you don’t know your core values and purpose, put the time in and figure it out.

Your future employees are looking for signs that let them know you’re the one. It’s time to step up and show them.

 

Photo by  narin chauhan

5 Pillars of Employee-Related Expenses eBook

Structuring your Flexible Workplace Plan

It’s no secret that today’s employees value flexibility. And with healthcare costs continuing to skyrocket, workplaces that allow employees to balance the demands of work, family, and health are becoming increasingly important for employers as well.

If your company hasn’t looked into ways to attract and retain talent by offering a variety of work and scheduling options, you’re falling behind the curve.

But you can’t just throw any old program together. Your flexibility plan needs to have a solid structure behind it.

What makes sense?

Depending on what kind of organization you’re running, the level of flexibility you are able to  offer will vary. Things like telecommuting, variable hours, and job sharing can work really well in some situations but be nearly impossible in others.

Even if you are really excited about the idea of being more flexible as a company, you’re going to need to examine just exactly what you can and can’t do.

Questions to ask:

  • Do flexible work arrangements make sense based on the type of work your staff performs?
  • Are their departments/positions where it could potentially work well?
  • Are there certain areas or locations where it just isn’t feasible?
  • How will you manage that difference?

Remember that flexibility comes in all shapes and sizes. If you can’t offer remote working options, perhaps you can be more flexible with hours and shift schedules. Or your paid time off policy. Or your dress code.

Evaluate each department separately to see where you can flex and where you can’t. If you’re not sure what your employees want, ask them. A simple employee survey can be very enlightening. Maybe all they really want is a new coffee machine in the break room and an extra ten minutes to enjoy it.

Once you’ve decided where you can be flexible, you’ll need to put a plan together that makes the can-dos work and the can’t-dos clear.

How will it work?

Offering to be more flexible without setting clear guidelines will only cause confusion for employees and frustration for you. You’ll need to create a well-defined structure and details for how your new policies will work.

Consult with department managers and supervisors to flesh out your ideas. Tell them what you’re thinking and brainstorm any issues that might arise, both with the implementation of the policy and the subsequent management of it. Work together to design a policy that mitigates any potential negative consequences while focusing on the benefits.

As you put your plan together, think about how offering alternative working arrangements can benefit your organization as well as your employees.

  • Could offering remote working options help your company reduce operating costs?
  • Would providing shift flexibility improve your recruitment and retention efforts?
  • Might altering your appearance and/or experience requirements open up a whole new applicant pool?

Being flexible in your processes isn’t just a way to do something nice for your employees. Being open to different ways of doing things can facilitate new opportunities for everyone involved. Including your business.

What happens when it doesn’t?

Even with the best laid plans, there will no doubt be instances where things don’t go the way you envisioned.

Whether it’s an employee who is taking advantage of his newfound flexibility, a remote worker who isn’t pulling her weight, or someone who discovers a loophole in the new policy, you’ll be much more prepared to deal with these situations if you’ve got clear procedures in place.

Develop strategies for how to address issues like absenteeism and poor performance, then put them in writing. Best case scenario, you’ll never need to use them. Worst case scenario, you’ll be glad you took the time to document them.

Keys to success

Employees want flexibility. And employers want happy, healthy, productive employees. Offering strategic alternatives to old-school, rigid workplaces can help you build a better team— and a better business.

Here are some ways to maximize your chances of success:

Do the research – Look at what other organizations are doing and talk with them about ideas and implementation. Take advantage of their hard-earned wisdom, and learn from their mistakes and successes. Keep in mind that every industry, business, and workforce will have different needs and solutions.

Get buy in – If your leadership and managers aren’t on board, it will be much more difficult to effectively create, implement, and manage these changes.

Empower employees – Involving staff in the process will ensure you’re giving them the benefits they truly value, instead of offering random perks you think they might want.

Set parameters – Make sure you have systems in place for when things go awry. Your policy should include clear and specific procedures to address employees and/or situations that clearly aren’t working.

Strong but nimble

Today’s employees want to be able to balance the many demands of work, life, and family. Finding ways to provide that kind of environment will give you a serious edge when it comes to attracting and retaining talent.

Being flexible doesn’t mean you have to bend over backwards. Take a careful look at your organization to see where and how you can offer employees the options they crave. Then, put some structure behind your willingness to flex.

Building a solid framework for your new policies will help support your efforts, your staff, and your business.

 

Photo by Prostock-studio

5 Pillars of Employee-Related Expenses eBook

5 Reasons to Improve Your Employee Benefits Communication

Communication is definitely more art than science. And when it comes to employee benefits, there are several reasons to start mastering both the art and science of communicating with your employees.

Here are five key reasons to up your communication game.

1. Benefits are more important than ever

As healthcare and coverage become increasingly expensive and harder to attain, employees are paying close attention to their benefits. High deductible plans and tight economic situations have made people more sensitive to out-of-pocket costs and more interested in what employers have to offer. As benefits become more meaningful and valuable to employees, a quality benefits program plays a much more significant role in employee attraction, engagement, retention, and satisfaction.

2. Healthcare remains uncertain

You know that feeling you get when the healthcare landscape is forever shifting beneath your business? Your employees have that same feeling. Taking their benefits for granted is no longer an option. Employees know it could change at any minute, and they are going to be looking to their employers, not just for coverage, but for reassurance. For stability. And for answers.

Yes, it’s important to be able to react and respond to employee concerns, but the best employers will take a proactive approach in communicating with employees about their benefits. This is a golden opportunity for employers to help alleviate some of the fear and confusion around health insurance while reinforcing the value they are offering.

3. You need a better ROI on your benefits program

Employees who have modest, but well communicated employee benefits consistently place a higher value on their program than those who have extremely rich, but poorly communicated programs. In other words, if your employees don’t understand what you’re giving them, they can’t possibly comprehend the value.

On the other side, when employees do know the ins and outs of their benefits plan, they tend to use it much more efficiently. By communicating your benefits plan clearly and often, you’ve given your employees a better understanding of its value and the tools to make better benefits decisions.

4. Social media has changed the rules

Like it or not, we all expect to be updated and communicated with constantly and in real time. Employers who do not embrace this mindset will be at a significant disadvantage. The traditional methods of communicating with employees are no longer sufficient. Making the most of your communication and technology resources get information to employees in creative, timely ways will keep your employees informed and, more importantly, build trust.

5. Employees have other options

There was a time when employees stuck with their companies out of loyalty. And another time where they stayed due to lack of opportunity. But with the unemployment rate at an all-time low, this is no longer the case. In a tight labor market, good employees are hard to find, and even harder to keep.

Transparency and communication will help your staff feel like a valued and integral part of your organization and its future. Companies can no longer think about benefits communication as an annual event. It has to be an ongoing endeavor, and a constant reminder that you care.

Don’t wait… Communicate!

There are many ways to educate your team about their employee benefits. Options are as diverse as your workforce. From old-school printouts to individual or team meetings to emails, apps, and games, the more accessible and pleasant you make it, the more your staff is likely to pay attention.

Don’t let another year slip by with minimal bits of benefits information leaking out to your team. Commit to delivering consistent, year-round messaging about the specifics of your plan and how your employees can access care when they need it.

An investment in benefits communication is an investment in the overall health of your employees. And your business.

 

Photo by Volodymyr Nikulin

5 Pillars of Employee-Related Expenses eBook