by jeffp | Dec 14, 2017 | Employee Benefits
The average American employee spends almost 25% of each week at the office. Add a commute and overtime and that number begins to climb dramatically. The more employees feel like their time spent working matters, the more likely productivity will improve. Companies investing in employee morale stand to gain. Asking a handful of questions can help discreetly reveal employee opinion in the workplace.
1. On a scale of 1-10, how happy are employees?
Many managers find a simple scale of 1-10 helps gauge satisfaction in the workplace. Staff may have difficulty opening up about particular concerns; a number scale encourages feedback yet allows employees to remain noncommittal about responses. Those comfortable enough to elaborate should be encouraged to do so. The more information managers have, the better they can respond.
2. “If you could change one thing…?”
If employees could make one change to the organization, what would it be? This is a positive approach to understanding how to improve the workplace environment. Suggestions can range from improving the workspace to changing company processes and much more. Approach with an open mind and uncover deeper issues.
3. Is there room to grow?
Goals help increase staff retention and can help boost morale. People want something to work toward. With room for advancement, employees are likely to perform better and tend to feel better about coming to work.
4. Do employees feel like the company cares?
People like to feel acknowledged for their contributions. Encourage excellent performance by recognizing employees for performance. This will help foster stronger relationships in the company and helps encourage others to perform better.
5. Ask employees to describe the company in one sentence.
This is a direct way to gauge satisfaction. Limiting employees to single-sentence responses demands they select words carefully, placing an increased value on the response.
Remember that employees are simply responding to questions they’ve been asked. Treat all responses as constructive criticism. Penalizing employees for responses will create large divides. Increased interaction between staff and management can keep the workplace running smoothly.
by jeffp | Nov 20, 2017 | Employee Benefits
Disability Insurance Form Contract Concept
People are natural optimists. For most unthinkable situations the general response is: “it can’t happen to me”. In truth, disabilities can affect anyone ranging from mild to debilitating. Disability insurance is a type of protection paying a portion of income in case of disability. The majority of American workers lack disability insurance and many are unaware the coverage is available. LIMRA, a group of financial and insurance professionals conducted a recent survey on employee insurance protection. 65% of respondents recommended disability insurance for employees, yet only 48% felt a personal need. Of those, a mere 20% actually carried disability insurance leaving the vast majority at-risk in case of the unexpected.
The annual benefits open season is here. Disability insurance may be something to think about adding to benefits packages to add a safety net to coverage. As companies become more competitive with recruitment, this may be an automatic enrollment for many employees. Check with a human resources representative to see about automatic coverage; there may be new additions to benefits packages this season. Disability insurance may be less-glamorous than some other benefits out there yet the payoffs may far outweigh them. Disability insurance is a safety net for truly, often compensating up to 50-60% of annual revenue while disabled.
Individual policy protection will vary depending on the insurance carrier and company options. Many long-term disability insurance policies have a waiting period before taking effect, in some cases up to six months. For protection during this period, short-term disability policies fill the gap. A broken arm or illness can affect weeks or months of work and income yet cancers and musculoskeletal afflictions can last years. Most people lack the savings to support the lost income through this time.
According to the Social Security Administration, 25% of those entering the workforce will be disabled prior to reaching retirement. At one-in-four odds, chances are high enough to consider adding a layer of protection. A 2015 survey by the Federal Reserve Board found nearly half of Americans lack emergency savings. Asked about a hypothetical $400 emergency expense, 46% of those surveyed claimed inability to match that amount. Months or years of lost income due to serious illness or disability would likely cripple them.
A growing number of companies include disability insurance as part of employee packages. LIMRA states 41% of companies offer disability insurance with larger companies leading the way. Depending on the organization, this may be a voluntary option or paid incentive. For employees paying their own premium, the cost is generally affordable with annual costs as low as $250-$300. Employees paying a premium with post-tax income may have more coming in the future if a claim is filed. Employees paying policy premiums may qualify for tax-free benefit payouts in case of a claim.
The benefits of paying for a policy come with a catch, says Carol Harnett, president of the Council for Disability Awareness. She worries employees, when faced with a long list of insurance options, tend to skip disability coverage in favor of more-attractive or less-expensive options. The solution may lie in auto-enrollment into voluntary programs. Leaving it to the employee to opt-out increases participation up to 45% more than opt-in disability insurance programs. Enrolling early is recommended as more companies include health evaluations for coverage. Pre-existing health conditions may affect qualification for long-term disability insurance. Speak to an agent for more information on disability insurance and create a safety net for the future.
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by jeffp | Nov 14, 2017 | Employee Benefits
The last two years have been a virtual health insurance battleground. The political fiasco surrounding the Affordable Care Act (ACA, or “Obamacare”) has many employees irked and asking where to look for health insurance protection. Entrepreneur Walt Rowen knows this all too well. Rowen owns a company engraving glass with over 70 employees and once switched from offering benefits, to referring employees to the health insurance exchange. Increasing premiums and an uncertain future lead Rowen to reclaim control, once again offering benefits through an umbrella program.
Employer-sponsored insurance protection is becoming once again popular. Health benefits are in high demand by the American worker even with the political turmoil surrounding them. Good employees are worth attracting. In a workforce where good talent is in high demand, companies aren’t willing to leave it up to the government. More companies are offering health benefits on their terms. In 2016 the Kaiser Family Members Foundation stated almost 96% of businesses with 50 or more employees offered coverage in 2014. By choice, almost 35% of businesses with less than 50 did as well.
In Rowen’s opinion, companies are unlikely to abandon health coverage completely. This would, in his opinion, likely lead to mass exits as employees find better alternatives; this is especially so in states with a weak Affordable Care Act market. Since the future of the ACA remains uncertain, the government is likely to continue enforcing companies with 50 or more employees to offer health insurance coverage.
The Trump administration pledged to continue working with Congress to write effective health care legislation. White House spokesperson Sarah Huckabee Sanders said the ACA mandated many people pay for services they were unable to afford. At present, the White House is considering continuing cost-sharing aid, a premium-reducing benefit. Take it away and it’s estimated premiums will increase and insurance firms will leave markets completely.
A poll by The Associated Press-NORC Center for Public Affairs Research found 61% of those surveyed opposed revoking the ruling, including 58% who identify as Republicans. Since World War Two, when Congress granted tax exemption to benefits, health coverage has been the national standard. Today nearly 90% of employees work for companies with health and wellness benefits, according to the Kaiser Family study in 2016. When dependents are included in that figure, nearly half of Americans are covered under employer programs.
William Kramer, executive director for national health policy for the Pacific Business Group on Health, agrees with Rowen that large companies must keep workers happy and would be unwise to cut benefits. This finding has many thinking it’s likely businesses will continue to. On top of that, reduced unemployment and a competitive workforce drive companies to offer benefits far beyond the ACA requirements. Even if the mandate to offer coverage is removed, experts suspect many companies will carry on offering benefits.
Glass company owner Walt Rowen said his decision to reinstate on medical insurance had less to do requirements. For Rowen, the decision to bring benefits back has more to do with staff retention and overhead expenses. There was a time when it made more sense to pay the fine, rather than pay for benefits. Packages are more affordable today, and the competition for good talent is strong. The turmoil and fallout from the ACA make it more affordable to offer benefits today than in previous years. For Rowen, the expenses involved are a worthy investment. He is sure if employees found a less-expensive plan, or a company offering health insurance where he wasn’t, staff would understandably take the offer.
We’re always looking for interesting information that may affect health and happiness. Call an agent today for any insurance-related questions.
by jeffp | Oct 24, 2017 | Employee Benefits
Perks are a hot topic for people in the workforce. It’s true that job security and high income always rank high for importance, benefits are swiftly becoming a deciding factor for many applicants. According to a 2016 study by Glassdoor, of the 2000 people surveyed, a whopping 75% described benefits a top consideration before accepting a position. The same survey revealed managers struggling to recruit top talent, illustrating a need for more-competitive benefits packages.
Accordingly, more companies are starting to include more benefits than before. These may include extra vacation days, childcare, paid volunteer time, or company-paid lunches. Companies are getting creative, creating unprecedented benefits packages for recruiting and retaining talent.
Next Generation Healthcare
The future is happening today. Some top companies are starting to include DNA screenings for detecting genetic and health anomalies early on. These kits cost the average consumer several hundred dollars apiece, illustrating the sheer amount of capital these giants are willing to pay for employee satisfaction. It isn’t hard to imagine the costs for companies with staff in the thousands, only hard to imagine paying it.
Parent Perks
Childcare costs are prohibitively high for many parents trying to enter the workforce. This leads to more parents staying at home, removing their skill and talent from the workforce. Today, companies are courting parents with attractive childcare and schooling benefits. 5th Third Bank employees receive pregnancy concierge services, and the staff at SAS of North Carolina can concentrate knowing children are safe within any of the company-inclusive daycare solutions. Happy employees perform better, and great benefits bring top-talent into the fold.
Health and Wellness Services
Some employers take employee health and wellness to the upper-level. Alliance Healthcare team members receive holistic massages on Mondays. The company estimates spending $3000.00 monthly on this program alone, and it’s money well-spent. Alliance firmly believes this improves employee satisfaction, health, and performance. As an added bonus, employee retention has been linked to massage Mondays.
SHI International General Supervisor Phil Wilhelm says the company spends about $50,000 each year on health programs. These range from Yoga Thursdays to Camp Gladiator Tuesdays. On top of physical fitness and health, these events create and strengthen employee relationships and contribute to a team atmosphere. Lola includes a nutrition program for the staff of 53 employees, inclusive of training and nutrition counseling for staff.
Vacation Spending
Vacation days are great, yet many employees lack the ability to enjoy it. Companies like BaseCamp want employees to have fun, granting each employee $5000.00 in vacation pay each year. Betabrand, using a lottery, grants flyer miles to one staffer every 4-6 weeks for a company-sponsored trip. This is similar to the program at Dialpad where employees vote among each other to award an all-expenses vacation to the winner.
G Adventures gives a complimentary vacation to all permanent employees after completing a year with the company. The company wants staffers familiar with the programs, encouraging travel. Staffers can choose paid-trips up to $2,500, with additional air travel reimbursement up to $600.00.
Continuing Education
For some time, many company benefits packages included student-loan payback programs to help employees overcome college loans. Today, innovative companies are placing a new spin on this concept. Continuing and further education is the new way to attract, retain, and build company talent.
Argentinian software giant Belatrix includes language training for employees and attributes low attrition rates to it – some of the lowest in the technology industry. CreditKarma has courses for and by staff members including valuable coding, negotiation, and management courses for staff. Courses by employees for employees fosters a positive mentor-student environment.
The only limits to engineering benefits are creativity and capital. Top companies recognize the importance of recruiting and keeping top talent. Employees have choices. Stay current and stay competitive with attractive employee benefits.
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by jeffp | Oct 10, 2017 | Employee Benefits
Student debt creates challenges for persons in the workforce. Employees saddled by debt may change positions often, looking for better pay. The firms leading the pack incentivize recruitment packages inclusive of loan assistance and student-debt payback programs. Past and present debt assistance helps firms attract and keep top-level staff.
Top companies like Pricewaterhouse Cooper, Starbucks, Walmart, Taco Bell and Geico are pioneers for today’s education benefits. These organizations include attractive loan reimbursement programs for staff. Professional help with accounts, creating payment plans and helping employees overcome debt. Zoe Weintraub with Guild Education says attracting fresh graduates is vital for growth. With college debt removed from the picture, employees can better focus on the job at hand.
Increase Retention
Weintraub says employees feeling catered to are 70% more effective than coworkers. Employees want their debts under control, and the option to pursue more education. Competition is strong for the best graduates, and graduates know it. Technology moves fast, industries across the board change rapidly. Fresh talent helps firms stay current with industry and customer trends. Companies keen on organizing and paying off employee debt have a recruitment advantage.
Happy employees are more likely to remain with the company, reducing turnover. According to Weintraub, the proof for this is in the numbers. Her data supports higher retention levels for employees with employer assistance, with rates as high as 60%. Weintraub has the support of Lance Salman, a lead marketer with Taco Bell claims a 30% increase in employee retention since implementing Taco Bell’s employee benefits program.
Include the Entire Company
Salman said the tactics at Taco Bell included top-down staff integration into the program. Company leaders, supervisors, and junior employees have access to the program. This tactic worked especially well for entry-level employee eager for advancement. Tuition reimbursement helps retain employees while generated educated staff.
With retention covered, companies can focus on generating leads and making sales. Attract and keep the best people with loan payback and tuition assistance programs. Staff with education interests tied into employment have more to gain from long-term retention. Implementing an employee education benefits program is simple and affordable.
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