Events outside of your control happen every day. Sometimes, it’s as simple as a flat tire that makes you late to work. But sometimes it’s a major life-altering event like divorce, a death in the family, or identity theft.
Are your clients prepared to deal with the workplace repercussions of a high impact life event? Although they are often personal in nature, their effects are hard-hitting in the workplace. This can result in tardiness, absenteeism, drop in productivity, and lack of engagement.
Rather than countering with disciplinary actions, you can help your clients transform the dynamic of their workplace to create a company culture that helps employees deal with anything life throws their way.
Strategically Integrating Benefits
The quick answer to this challenge is to provide benefits that cover every possible life event. However, your clients have to consider their costs, so it’s not feasible to offer a solution for every possible issue.
What you can do as a broker is help your clients create a strategic, holistic benefits package. While planning benefits in a silo can exponentially increase costs, strategically integrating them can have the opposite effect. The goal is to incorporate financial wellness, physical wellness, emotional wellness, and social wellness. Since an event in one area of life tends to impact other areas, this is the best way to make sure employees have full support when they need it:
You can work with employers to create well-rounded, integrated benefits packages by following these guidelines:
Don’t just think of benefits as individual items. Rather than only thinking about benefits as individual parts, think of them as pieces that fit into a larger puzzle. The key here is to always keep the larger puzzle in mind when creating new pieces. Be sure to refer to benefits in the context of how they will fit with the holistic benefits program.
Keep employers focused. Be sure employers understand their priorities when selecting their offerings. They should focus on the most important benefits for their employees, as well as think about what type of events would have the biggest impact on their healthcare costs, and select benefits to mitigate.
Plan with company culture in mind. Company culture is now one of the most important aspect of a job, alongside salary and benefits. Company culture should be considered in every step of benefit selection, enrollment, and administration. That way, everything aligns with overarching company goals.
Plan based on risk and cost. Make sure your clients set realistic limits for costs as to not skyrocket their healthcare spending. Be sure to balance the risk of not having a benefit with the cost of the vendor.
With the tightened job market and the need for your clients to stand out among competition, building a holistic benefits approach is more important than ever. This helps them address possible life events that can impact employees in multiple areas of their lives, while still keeping healthcare costs down. Most importantly, it helps your clients build a company culture that keeps employees happy, year after year.