An organization considered “Best-in-Class” is deemed such, not by themselves, although they obviously have this as their goal, they are only considered “Best-in-Class” if their peers within their industry deem them as such. When compared to YOUR strongest competitor, your organization has been found to be better in all categories.
· The best of kind
· Performance
· Customer satisfaction
· Their people add value
· Meeting expectations
· Leading innovation
· A place people want to work
· Cutting edge … disruptors
· An organization people reference when needing an example of “exemplary”
· Their products or services are worth more because they sell it
Great places to work
Alongside of “Best-in-Class” is to be deemed “Best Place to Work” as ranked by employees and exceeding on performance measures, such as:
· Company Culture
· Diversity
· Employee feedback
· Transparency
· Trust
· A culture of care
· Competitive compensation
· Engagement
· Professional development
· Effective communication
· Innovation
· Fairness
Human Driven
This is where we can see the overlap between the two themes. But where does a benefit plan “fit” within these schematics and the drive to be the very best?
Benefits are at the heart of every organization:
· Culture
· Wellness
· Safety
· Health
· Efficiency
It takes more than the latest technology for proficiency
· Vision
· Ergonomics
· Continuous education | skill advancement
· Hearing aids
· Orthotics
· Pharmacy access
What could be more attractive to a potential new hire, then to work for a company considered both “Best-in-Class” and “Great Place to Work” not by the company doing self-promotion, but from the industry and competitors alike?
This can only happen when it is measured with proven data.
Take the test
See how you measure up and if your benefit plan aligns with all of the other great things about your organization. Are your benefits the catalyst for productivity, safety, wellness, culture, and compensation? There’s no “average” in “Best-in-Class”.
Using the the viewpoint of someone outside with an independent lens is necessary because those are the people considering doing business with you or employees choosing whether to work for or with the organization .
They want, no DEMAND proof—they are not just going to take your word for it.
· Competition,
· Customers,
· Existing and potential employee talent.
Key Drivers for “Best in Class” Benefits
· The benefit culture.
· Income-related insurance protection.
· Health & dental routine needs for preparing “fit for duty” employee performance
· Hire-to-Retire plans.
At the end of the day, a company that can solidly attract and retain top talent while limiting their turnover will improve profit and revenue streams and hence be more attractive to existing and potential customers.
This is where we drive innovation in benefits. Let’s have a conversation. Give us a call.
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