Are group benefits a commodity or an investment?
Put another way, are they expendable? Are benefits at the tail end of the business plan? Only placed when/if there is enough disposable income to warrant the expense?
If that is the case, then there’s no wonder there are so many cookie cutter, set and leave it plans that are not valued, nor appreciated by the employees in which they are supposed to be benefiting.
An employee group benefit program should be implemented with thought and precision. A well-designed plan should always and forever more, mirror the corporate philosophy, be a party to the business plan, form the foundation of the compensation strategy. And for those reasons, be seen as an investment, not an expendable commodity.
No matter now small the organization, every business which considers the implementation of an employee group benefit program deserves value for the dollars spent. Value comes from creating a blue print of what is necessary—deciding ultimately what the corporation wants to achieve through the implementation.
Customization removes commoditization for employee group benefits. When benefits are placed lacking a custom-designed plan, then entitlement is encouraged and the perception turns to seeing the employee group benefits as expendable.
Today’s benefit plans feature innovative products developed with the end-user in mind. Stream-lined efficiencies allow for often same day claim processing, instantaneous point-of sale electronic processing, Visa platform solutions, smart-phone applications with photo processing technology.
Benefits are not all about health and dental claims. Today’s plans take into account the need for work-life balance. Workplace wellness, disability management, wage replacement, employee assistance, critical illness, and mental stability are now foundation markers for a solidly built program.
Like a well-built car, when you get what you want, assured it will get you where you need to go—safely and without incident—price will follow. The same is true in employee group benefits. Taking the time to properly build a program designed specifically for the corporate workforce, the unique needs of your industry, purposely working within the fundamental guidelines of what makes your business a success, will ensure the price point always matches and falls in-line with budget expectations.
Partnering with a broker who understands the blueprint approach to benefits, will build a innovative, comprehensive program, valued by the workforce over the long term, because it supports employees when they need it—as they need it.
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment, taxation, legal vary accordingly. Please seek legal, accounting and human resources counsel from qualified professionals to make certain your legal/accounting/compliance interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.
