The job market is extremely competitive. While your salaries might be in the right range for the market, exceptional benefits are often the deciding factor for today's superstar staff members. Capturing and retaining these smart, agile and flexible staff members requires ensuring you listen carefully to their needs and create a positive atmosphere that offers access to top-notch benefits. Advanced healthcare options such as Health Savings Accounts (HSAs), flexible schedules and more -- these are the hallmarks of an employer that is willing to do what is necessary to retain top talent. See how you can leverage your partnership with your insurance agency to create a thoughtful approach to employee benefits that balances costs with the value provided to your staff.
Adjusted Healthcare Benefits for Remote Workers
Are your remote workers missing out on important healthcare benefits due to different laws in their state -- or country? While there are nationally-mandated healthcare laws surrounding benefits, customs and specifics can change based on your particular location. Rural workers may miss out on some of the healthcare benefits of living in a big city, but you can offset this challenge by offering telemedicine options for remote staff members. Don't be afraid to work with your insurance professional to get creative, and then ensure that you're introducing transparency in your communication with staff members throughout the process.
Flexible Schedules (with Transparency!)
It's not unusual for teams to become frustrated if a few groups are allowed to have a flexible schedule while others are not. What can make this situation even worse is trying to stay quiet about it! Instead of keeping your flexible schedules on the hush-hush, add transparency to your communication and be clear about which teams will have flexible schedule options -- and why. For instance, this simply may not make sense for customer service teams, while IT departments are often much more flexible in terms of working hours and locations.
Paid Time Off for Volunteering
Do your employees often use their own vacation days to volunteer with local organizations? Why not make it a family affair! Encourage staff members to give back to the community by offering paid time off for volunteering. Not only is this a great story that you can tell your various customer and stakeholder audiences, but your staff will appreciate the thoughtfulness of this gesture. While not all companies can provide a full week of PTO for volunteering, setting aside at least one day per staff member can make a huge difference in their appreciation of the company.
Health Savings Account (HSA) or Health Reimbursement Account (HRA)
Getting pre-tax savings is never a bad thing, particularly when you're able to use the money to help reduce the overall burden of healthcare costs on your family. Health Savings Accounts (HSA) and Health Reimbursement Arrangements (HRA) are both great options that will help your staff members save significant net dollars on their healthcare costs while also helping keep your company's healthcare contributions under control. When managed correctly, HSAs and HRAs are a win all around, but you do need to ensure that you're educating your staff members about how to correctly use this type of benefit or they might end up spending more on healthcare out of pocket than expected.
Of course, the most important part of any benefits plan is ensuring that you have the right insurance partner, someone who is able to help answer your questions quickly and ensure you have the best possible information to make decisions about your upcoming annual enrollment benefits period. Transparency in communication is a vital component of a successful relationship, which is why Eureka welcomes your call at 916-742-7842 to discuss any questions that you might have. Want to learn more right now? We have put together all of our best tips and suggestions in this free downloadable PDF: A Practical Guide to Finding Help with Employee Benefits -- download it today!
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