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Innovative Solutions For Your Benefits– Options Are Available

Innovative Solutions For Your Benefits– Options Are Available. A well-designed, comprehensive benefits program plays an important part in your company’s ability to attract and retain top talent. But when that program is broadly offered with no clear purpose or direction, you may end up missing what your people are looking for.

SOLVING PROBLEMS THROUGH BENEFITS

Instead of providing a benefits plan that checks the boxes and covers the basics, design a program that solves a specific problem, or “Aim small, miss small!” If you aim too broadly, you may miss your target. By narrowing your line of view, and aiming small, you can create an opportunity to offer a benefits program that performs exceptionally well. Because when you know what you want to achieve, you know where to focus your efforts.

You have options.

RECRUITMENT TOOLS

A recent Human Resource Executive article found that “more than two-thirds of U.S. employers say they are looking to enhance their health and benefits offerings next year,” hoping to attract more talent while being mindful of their budgets as healthcare costs continue to rise. These numbers show that many employees realize a single solution, similar to the fixed nature of a traditional plan, may not be suitable for the modern workforce.

Employees are looking for flexibility and choice in their benefits programs. For example, a young employee with student debts to pay likely doesn’t have the same benefit needs as an older employee looking to retire. And although you may have to look at your benefits differently, many options are available that can support a variety of workplace needs. A strategic relationship with your advisor can help you discover these options and design strategies that satisfy employees’ needs as well as the company’s bottom line.

A STRATEGY THAT WORKS FOR YOU

Your strategy could include options such as self-funding, level funding, cost and physician quality information, mental health resources, spiritual care, and more, depending on your business and employee needs. To discover the goal for your benefits program discussions should include:

Cost to the business. Your plan should not only work for your people but also for your budget. Analyzing your current plan can help see if any gaps exist which can help you better understand if your benefits spend is being used efficiently.
Employee cost. A comprehensive program is only effective if your employees can actually afford to use it. If the program costs too much, employees may avoid treatment, which could inevitably increase the cost of the plan long term.
How will employees navigate the health program? Your employees will need education and support. This can be done, with little disturbance, if enough time is given for employees to adjust and become familiar with change.
Achieve a better quality of care. Your healthcare program should include sound surgeons and doctors.

BENEFITS TAILORED TO YOUR COMPANY

Discussions with your advisor can help you pinpoint problem areas in your program that could be leading to increased costs or underutilization. For example, pharmacy programs are often a large expense and could be adjusted to allow for better pricing and more appropriate sourcing for those medications. The solution for your business will be unique and depend on the goal you want to achieve. Some employers have considered offering tailored benefits that align with their company culture such as:

Tuition reimbursement
Paid parental leave
Employee assistance programs
Options for expanding Paid Time Off (PTO)
Workplace chaplains

SUPPORT YOUR CULTURE

Aiming small and getting creative with a solution that aligns with goals is not only important but something you and your employees can get excited about. Instead of delivering a cookie-cutter plan to your employees year after year, think outside the box and better represent your people and support your culture.