5THAT HELPS YOU ATTRACT (& RETAIN) TOP TALENT
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1 GETTING CREATIVE: Steps To Building An Employee Benefits Plan 5THAT HELPS YOU ATTRACT (& RETAIN) TOP TALENT AUTHORS: PETER CHESNER & WILLIAM STEVENS
2 IMAGINE IF YOU COULD CREATE AN ENVIRONMENT WHERE EMPLOYEES COME TO WORK EVERY DAY LIKE IT S THEIR FIRST DAY. TABLE OF CONTENTS 2 Authors 3 The Disengagement Situation 4 How To 5 The 5 Steps 11 Takeaways
3 ABOUT THE AUTHORS: PETER CHESNER Peter is the Founder and Managing Director at McQuade Consulting, where he employs his 25 years of benefit consulting experience to help clients design creative and effective benefit plans, understand self-funded contracts, contain costs, conduct financial analysis, underwrite negotiations, ensure compliance and improve employee wellness and communication. WILLIAM STEVENS William is Managing Director at McQuade Consulting, with more than 20 years of accounting, financial, operational and management experience. Prior to joining the company in 2010, William was the corporate controller, officer and Vice President of Custom Direct, a publicly traded marketing company with sales in excess of $100 million. When Custom Direct was acquired by Deluxe Corporation, William led a team of more than 300 people. Previously, he worked as a management consultant for RSM McGladrey and Clifton Larson where he provided valuation, litigation support, troubled company, lean manufacturing and process reengineering consulting services. William received his BBA in Finance and an MBA in Accounting from Loyola University. 2
4 THE DISENGAGEMENT SITUATION According to Gallup studies, 70 percent of employees in the United States are disengaged. This means that they re coming to work to check a box not actively thinking about how to better your organization or spreading positive news about your company. What s worse is that out of this 70 percent, 18 percent of employees are actively disengaged. Employees who are actively disengaged can be very toxic, even damaging to your organization. According to Gallup s research, they monopolize managers time; have more on the job accidents; account for more quality defects; contribute to shrinkage, as theft is called; are sicker; miss more days; and quit at a higher rate than engaged employees do. Alternatively, 30 percent of employees are engaged. These employees are passionate, feel connected to the company, and work toward constant improvement and innovation. 18% of employees are actively disengaged 70% of employees in the USA are disengaged If your employees are disengaged, it s time to re-engage them and if many of your employees are actively engaged, it s time to keep them engaged and leverage their enthusiasm to help turn your disengaged work force. There are many ways to do this, from improving their relationships with direct managers to investing in employees' professional development, and all of these options and paths should be considered to increase engagement levels. However, the most effective place to start where the impact can be the largest is often with the company s benefits package and how employees view it. 3
5 HOW TO: Attract & Retain Top Talent with Your Benefits Plan First and foremost, offering a great benefits package helps you attract and retain top talent giving you a competitive advantage in your market. Top employees seek out innovative companies that offer valuable benefits, and (if properly engaged) it is these top candidates who will be the ones to offer the most value, passion and commitment in their work. Recruiting great managers is especially important, as they have such an enormous impact on the engagement levels of their teams. Attracting people who care about building strong relationships with staff, creating an open and positive work environment, setting an example for employees and positioning workers to play off their strengths all can help increase employee engagement. 78 % of business leaders rate retention and engagement as urgent or important. According to 2014 Deloitte Global Human Capital Trends research Benefits packages not only help you attract top talent they also help you retain the great employees that you have. Offering benefits that employees care about that they asked for shows that you care about their well-being and want to make sure they re taken care of. You expect employees to work hard for you, and they re expecting you to take care of their needs in return. Benefits packages not only help you attract top talent they also help you retain the great employees that you have. 4
6 5 STEPS: Creating the Optimal Culture The optimal culture of your organization is an environment in which as many of your employees are actively engaged as possible. Creating this environment involves aspects of your corporate culture, policies and procedures and employee benefits plan. From an EMPLOYER PERSPECTIVE, optimal culture means that the company is Attracting Operating a Driving goodwill in the 1& retaining 2 benefits 3 workplace community top talent package that is costeffective through positive wordof-mouth from your employees From an EMPLOYEE PERSPECTIVE, the optimal culture creates... SATISFACTION: Employees are satisfied with their current job status and total compensation for their hard work. VALUE: Employees understand the value of their benefits and see a long successful future with the organization. AWARENESS: Thorough understanding of compensation and benefits creates employees who are champions of your organization, spread good news and encourage other employees to perform. Are you ready to start taking the steps needed to create the optimal culture in your organization? Here are the first five steps: 5
7 STEP Determine your company s resources, ONE: 1 and limitations. Start by determining within what parameters the company has to operate. What resources do we have for a benefits package? How does this factor into your financial planning and projections? Keep in mind that your benefits package will be more than your insurance offerings and 401(K) plans. It will also stretch to include policies and procedures. For example, consider your employees ability to work remotely. Gallup studies found that workers who can work remotely are more engaged than those who cannot. Employees who work remotely but spend less than 20 percent of their time doing so are the most engaged at 35 percent. Since workers who can work remotely also log more hours than workers who do not, offering them a more flexible work schedule should actually increase their productivity without any additional cost to the company. 6
8 STEP Bring employees TWO: 2 into the discussion. Before creating the benefits package, we need to find out what employees consider most important. Do they want more paid time off, flex time, or the ability to work from home? Do they want a gym membership? What about things that save them time, like dry cleaning pick-up? Your employees may tell you that the key to their happiness is as simple as free coffee, but you wouldn t know if you never asked them. Stop spending money on what you assume to be true, and give them what they really want. HEALTHCAREHEALTHCARE VACATIONVACATION RAISERAISERAISE P E R F O R M A N C E RETIREMENTRETIREMENT VACATIONVACATION RAISERAISERAISE P E R F O R M A N C E RETIREMENTRETIREMENT? 7
9 STEP Build something THREE: 3 awesome. Now that you are fully aware of employees wants and needs, the employer s goals for workplace engagement and the financial limitations of your company, it s time to develop your benefits package. At this point, you may need to get creative with some of your benefits. For example, taking time out of your work day to celebrate work anniversaries and birthdays may be a small financial commitment for employers, but could lead to drastic improvements in engagement and morale. Additionally, focus on benefits that increase employees overall health and wellbeing for highest return on investment. Providing benefits like gym memberships and free healthy snacks in the office can help you meet your goals for engagement while reducing your healthcarerelated costs. While studying the relationship between employee engagement and worker wellbeing, Gallup found that when an organization increases both, it pays off in terms of lowering medical costs and accelerating important performance outcomes. Lastly, you have to pay attention to the biggest expense: healthcare. Trust your benefits professionals to come up with a plan that fits your budget and gives a great plan to your employees. They ll thank you by sticking around and working hard to grow your company. 8
10 5 Steps To Building : STEP FOUR Communicate to win: Make benefits a big deal. 4 You could have the best employee benefits package in the country, but if your employees are not aware of the benefits they are offered, none of it matters. Educate employees about their benefit program, and encourage them to take advantage of what you offer. Ensuring workers understand all payroll deductions and the overall value of their benefits is crucial to how much they appreciate what you re offering and the value of being a member of your team. This could mean you create simple print collateral (like brochures or handouts) that contain information about the benefits package. It could mean the launch of an employee intranet where employees can access information, watch videos and submit questions about their benefits. It could simply be an HD video presentation by company executives explaining each part of the benefits package and what s involved. OUR TEAM BENEFITS A walk through our perks! However this is done, employees need to fully understand the benefits they have and appreciate what s being offered. The worst case scenario would be for an employee to leave your organization because a payroll deduction is too high without understanding the entire scope of their benefits. YOUR B EN EXPLAINEFITS ED 9
11 STEP They re engaged. FIVE: 5 Now KEEP them that way. Have a plan to ensure continued engagement. After some time has passed, check back in with your employees. Are they satisfied and seeing value in their benefits package? How have these changes impacted productivity, office morale and overall engagement? See what s working, and what adjustments may be necessary as you move forward in your creation of optimal culture. 10
12 TAKEAWAYS: Don t wait to get started! DON T WAIT TO GET STARTED! The process of engaging your employees and keeping them engaged is no easy task. However, there are clear steps you can take in the right direction to show employees that you care about them and their happiness. Ensuring you have the right benefits package in place to attract, retain and engage employees is a great place to start. We hope you ve found these tips and steps useful, but if you need help creating a benefits package for your organization that will engage employees, increase benefit value and drive return on human investment, please feel free to reach out to us directly: Employee Benefits CFO Advisory info@mcquadeconsulting.com Resources: Gallup Study employeeengagement.com/wp-content/uploads/2013/06/gallup-2013-state-of-the-american-workplace-report.pdf 11
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