subject: How To Get Benefits Program For Employees [print this page] The increasing complexity of employer-sponsored benefit programs can leave many employees confused and unable to take advantage of their various options. While the number of choices has increased in recent years, the education and guidance with such important decisions has grown slowly. Furthermore, when educational services are provided, they are typically administered by an outside sales person who narrowly focuses their efforts on a limited or specific employee demographic and educational topic (such as retirement). As a result, the full range of benefits available to each employee is often rendered useless, leaving the burden of education and implementation on the company itself.
The benefits that a company offers do not come cheaply. Moreover, rising costs and a troubled economy has impacted the bottom lines of companies everywhere. All employers are looking for ways to save money. Still, companies need to make sure that they are hiring the most talented individuals. Corporations cannot survive without top-notch employees. The human resources department must have an attractive benefits package to attract and retain key employees. Unfortunately, the actual implementation of these advanced packages falls upon the very individuals who are in charge of the recruitment process. This leaves the company or human resources department fielding questions they are not qualified to answer while spending less time recruiting the very talent they implemented their benefits for in the first place.
The subsequent confusion for the employee can lead to little or no participation in the often voluntary benefits. Without a clear understanding of the options available to them, many employees may become disenchanted with the organization itself, feeling as if their well-being could be best met elsewhere. The time, effort and costs put forth by the company to establish the programs in order to attract talented individuals can begin to be its own worst enemy. Every time an employee is recruited, another may leave, leaving the company in a cyclical effort of high costs, less talent, and consistent turnover.
To be sure, if a company can get employees using their plan and comprehend its value, the employer is going to accomplish a lot more than getting control of their costs. So how do companies offer their employees and executives a package and benefits program that provides low cost and a high level of implementation? In essence, how does a company develop a benefits program for their benefits program?
Education.
An educational program is essential to employee understanding and utilization of benefits. However, a company must be weary of who is chosen to operate such a program. An opportunity for an eager audience is a salesperson's dream. Many will say and do anything to get in front of a group of employees. Much like a company's competing for top talent, there is a competitive market within the financial services industry as well. With that in mind, a company must demand objective educational services and broad financial guidance, not a proprietary mix of speeches and product earmarked at soliciting your employees. In fact, if an employee feels they are being solicited, it can in fact be counter productive.
If the educational services provided are objective in nature and are truly designed to initiate benefits implementation, a company will undoubtedly benefit. Recruitment efforts will increase, as well as the company's investment within their benefits program.
Leverage.
Who would provide these objective educational services? Keep in mind, each individual or company who could provide such a service is a working professional. Their time is as good as money. After a benefits program is established, they are typically looking toward the next sale to maximize their time and effort. Therefore, it is important that when a company is establishing a portion of their benefits program, certain expectations must be set. Again, the industry of financial services and benefits planning is extremely competitive. If one firm or company is unwillingly to provide such objective services, the next surely will.
Consistent and Constant Support.
One of the main reasons a company would demand such high levels of service from its benefits providers is to lessen its own burden on answering questions. By demanding a system of consistent and constant contact with the employee from their service provider, a company will again be able to maximize their investment. The professional and the organization who established the plan should be in charge of maintaining its effectiveness, not the company.
