Sure, your employees want a great salary and a prestigious job title. But, more importantly, they want to work for a company that cares about them. Fortunately, your organization can easily demonstrate appreciation and respect for your team members by offering a company culture and benefits package that truly supports them and their needs. If you’re not sure where to begin, you’ve come to the right place - we’re here to help you get a head start by sharing the top employee benefits your organization should be offering.
You did it! You made it through another challenging open enrollment season. But, that doesn’t mean your work is done. After a quick breather, it’s a good idea to jump right into strategic planning for next year because as you know, the earlier you start, the more effective and efficient your open enrollment will be. In this article, we’ll share the top four metrics you should consider to evaluate open enrollment success and help guide your strategy for the next year.
So your last team member has enrolled in their benefits, and you breathe a huge sigh of relief that open enrollment is over. But, while you should celebrate for a moment, it’s important to remember that your work isn’t done yet. Your employees will still need your support throughout the year. Here's what your employees need after open enrollment to get the most out of their benefits.
The last year has forever changed the way we all live and work. As a result, your employees’ needs and priorities have also shifted. In order to keep your workforce comfortable and happy, your benefits package must adapt to meet these changing needs. While overhauling your suite of perks can be challenging, it’s your company’s opportunity to show team members you care - and to stand out as an employer of choice. In this blog, we’re going to dig in to some of the most significant changes we’ve seen and show you ways you can adapt your benefits package to better fit this new normal.
As a benefits professional, you want to help your employees make better benefits decisions and you already know a benefits decision support tool can help. But with an abundance of options available, how do you know which one will be the right fit? Evaluating and choosing the best solution for your organization can seem like a daunting task - but we’re here to help.
After more than a year of working from home, many employees are slowly starting to return to the office. But despite this return to quasi-normalcy, the business landscape, including how we work, has undoubtedly been changed forever. As we continue to get used to this new normal, there are some things that are non-negotiable, one of the most notable being virtual open enrollment. Benefits professionals across the world embraced this concept in 2020 because there truly was no other option but let’s explore what open enrollment will look like for 2021 - and uncover why virtual solutions aren’t going anywhere any time soon.
As a benefits professional, you already know that the employee benefits landscape is always changing. In the past, these changes were often due to various factors, including new legislation, or simply evolving attitudes in society. But, with the COVID-19 pandemic turning our world upside down, companies have been forced to overhaul their benefits packages more rapidly than ever before, and in a much more significant way.
Every year, you do your best to inform employees about your company’s benefits during open enrollment. Employees have a deadline to make their selections, and your sole mission is making sure that no one falls through the cracks. But, once it’s over, that sense of urgency disappears.
The new year is (finally) here -- and with it comes new hiring goals. As your company continues to grow, you're probably preparing to onboard several new team members during the first quarter while also working to meet the needs of current high-performing employees.
When we start to think about retirement savings, most of us think of a 401(k) or an IRA as the primary vehicle that we will use to achieve our retirement goals. But there’s another account that not enough people are taking advantage of that could be more beneficial in the long run and that is a Health Savings Account (HSA).