The leadership landscape is changing, and as a result the collective culture of the workplace is evolving as well. Leaders across the country have discovered that coaching, conversation, encouragement, and promoting work life balance are the keys to having happy and productive employees. As more and more upper management, HR professionals, and business owners begin implementing these improved management styles, employees are also beginning to expect bosses who instill this type of company culture. So, if you want to be able gain and retain quality employees, you should consider initiating these management techniques.
 
Have Conversations
No matter the position of an employee, everyone wants to feel respected and heard. That is why it is quintessential for managers to have regular conversations with their employees. Check in and see how they are handling their workload, ask if they have questions, and supply regular feedback about their performance. You can even just ask about their day. Not only does this establish a rapport and show you care, but it also allows you to correct misunderstandings and problems before they become an issue. The days of an unreachable boss closed up in their office are long past, and communication is in.
 
Add Meaning
People, especially millennials, really value working for companies that have a greater purpose. It is up to you as management to establish what sort of purpose-driven opportunities your company provides. If your company doesn’t have a directly positive impact on the world with your product, figure out how you can add community service as part of your business model. Working for a company that helps people within your community will inspire your employees and create a deeper sense of purpose and camaraderie throughout the company as a whole.
 
Be a Coach
Take the time to develop your employees. Learn about your employees’ strengths and weaknesses, and discover how to utilize those strengths to their maximum potential. Be a mentor who encourages learning, shadowing, and improvement. Employees who feel like management takes the time to help them improve also feel appreciated and develop a strong sense of loyalty to the company.
 
Promote Balance
Nowadays the line between work and personal life often become a blur. It is up to the management of the company to establish a balance that is healthy. Create a safe work environment that people are happy to be a part of and spend a lot of time in, but also encourage time spent with family, and time off for vacations.
 
Being in upper management is no longer about ruling with an iron fist, instead it is about creating a culture that inspires employees and promotes engagement and purpose. A leader who chooses to use the above management techniques is one who will easily attract employees who are excited about working for their company. 

​Most businesses today understand the importance of having employees who feel engaged at work, and appreciated by their bosses. Yet, not everyone has a strategy in place to make sure that occurs.
 
The U.S. Labor market is doing well, and unemployment is down, which means that top talent is harder to come by, and easier to lose. That makes it quintessential that companies implement an employee engagement strategy to ensure that they retain their most valuable employees.
 
Unfortunately, there is no easy copy and paste strategy that will work for all companies- every culture is unique, and various industry professionals value different offerings. Yet, there are some initial steps your company can take that will jump-start your engagement strategy plan.
 
Use Surveys
One of the easiest ways to figure out what areas of employee engagement your company needs to work on is by simply asking your employees. You can conduct the surveys with a questionnaire, online, or with a consulting firm- the method is less important than the questions.
 
On this survey you want to make sure you’re asking your employees how they feel about their current career development options, financial rewards, job recognition, job characteristics, and work-life balance. Of course you can also include questions about overall satisfaction, and the general office culture.
 
Take Ownership
Oftentimes, companies see that there is space to improve employee engagement, but they are not organized enough to see these changes through to fruition. It is crucial that when making a strategy for employee engagement that one person or one team takes ownership. This could be a member of the C-suite, a member of the HR team, or it could simply be an employee that is dubbed the “Culture Officer.” It matters less who it is that is chosen, and more that there is a specific person or team that will analyze the problem, implement changes, and track further feedback going forward.
 
Make Changes
The last step of the process is actually setting up concrete changes in response to the feedback received from employees. Employees don’t just want their grievances heard they want to see the problems fixed.
 
Fixing the problem could be as small as providing more feedback and communication, or initiating more office wide social events. It could also involve some more heavy lifting like creating a health and wellness program, or changing the telecommuting policy to allow for more work-life balance. Finding a solution that works for your company, and actually putting in the effort to implement real changes will absolutely improve employee engagement, and ultimately improve retention. 

The culture of “work” is changing. With more companies than ever before offering exceptional benefits and building experiential office cultures, having great benefits is becoming more of a requirement than a perk.

Employee loyalty is no longer tied to just having a good job – employees expect companies to help them build a great work-life balance, make the workplace fun, and provide benefits that go beyond your standard employee benefits package. And for the companies that don’t do these things? They face higher potential turnover rates and a decreased ability to attract top talent.

Implementing simple strategies to improve employee retention will help you keep high value employees with your company, and support lower turnover costs. A 2018 study published in The International Journal of Advances in Management and Economics found that the factors that most influence employee retention are career development, financial rewards, recognition, job characteristics, and work-life balance. Below are five strategies that can be implemented to improve these work-related retention factors.

Flexible Scheduling
We hear a lot about flexible schedules, but less about how to make them work at your business. Flexible scheduling can include small perks, like summer hours or occasional work from home options, or a more comprehensive offering, like allowing employees to set their own schedules, so that they can work when they’re most productive instead of being confined to the typical 9-to-5. New technology has made this a possibility for many companies, and employees highly value the ability to make work work within their life.

The best way to make flexible and work-from-home scheduling a functional offering is to be clear about your expectations, along with any rules or procedures around how your flex scheduling works to ensure your team is on the same page.

Professional Development
Providing your employees with specialized training, and professional development opportunities allows you to have more qualified employees, and makes your staff feel valued. Investing in your people will create a symbiotic relationship. From industry-specific options to soft skills training (a body language training, for example), you can boost attendance by building a creative offering throughout the year.

To help your staff understand all of the opportunities you provide and see the value in the training, plan your professional development opportunities six to twelve months in advance. That will give you enough time to communicate and market your offering so that it’s visible and appreciated amongst your people.

Go Beyond Basic Health Insurance
When coming up with a benefits package, go beyond the basic health and dental insurance options and PTO offerings. Consider gym memberships, childcare support, massages, and mental health options. Even adding expanded telehealth coverage for your employees can make an impact. These types of benefits show that the company cares about the well being of their employees and makes employees feel appreciated, while helping them better care for themselves and their families.

Social Events
One way to maintain a positive company culture is to host social events. This can be anything from a team or vendor happy hour to company-wide potlucks to off-site celebrations. This allows employees to bond, facilitates good team communication, and instills a bit of fun and excitement into the work atmosphere – all of which builds stronger employee loyalty and boosts retention rates.
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Make Employee Retention a Priority
Great employees are the cornerstone of great companies. Keeping your employees happy, engaged, and feeling appreciated will help you build a stronger relationship with your staff, deepen the employee experience and support stronger retention rates.  If you want to maintain your fantastic employees give some of these retention strategies a shot.

When we start working with a new client, one of the first things we hear about are the challenges they experienced in managing their previous benefits program. From coordinating open enrollment for their staff to explaining plans to onboarding new employees, there’s a lot of paperwork and timelines to manage – which oftentimes goes far beyond their main job duties.

After the same client spends a season with us, we start hearing about how much easier their job has become. That’s because our job is to do more than just sell you the right benefits package for your company and your employees. We strive to deliver amazing tools and customer service that simplifies the administrative side of your employee benefits plan. Wondering what that could look like for your company? Below, we outline a few of the tools and services that make work easier for each of our clients.

Ease Central
Our online enrollment tool, Ease Central, is the first step in our approach to uncomplicating benefits for your team. This is the portal that houses all of your documents, and helps your staff enroll in the right programs. You send us a list of employee names and contact information, we get each one set up in the system with an individual login, and they review their options to elect all of their benefits in one simple platform.
Questions from your team are directed to our experienced staff, so we act as an expert resource to help walk your employees through their plans. This takes the headaches out of open enrollment, and simplifies your onboarding system for new employees.

Downright Thorough Information
Within Ease Central, we add a customized employee packet that outlines everything available to them in a snapshot. We also create a customized video for your staff that outlines all the documents they’ll find in the portal, what each plan includes, and some FAQ’s about the options they have. This is a critical piece of our process, as it helps your employees feel empowered to make the right choices for themselves and their families as they’re reviewing their options.

Painless Deductions and Reporting
Once your company wraps up the open enrollment period, or your new employee finishes their paperwork, we get everything set up with the insurance companies and pull a summary that’s shared with you. This helps you understand which benefits your staff opts into most – and finds the most useful. It also makes setting up payroll deductions effortless.

A Managed Timeline
When we set your company up in our system for open enrollment, we set up a clear timeline with e-reminders so that your employees have ample time to elect their benefits, without you constantly needing to remind them to do so. It’s virtually a hands-off process for your HR folks – we manage the paperwork, we manage the timeline, and we even get in touch with staffers who haven’t filled out their details.

​A Scalable, Scrupulous Approach to Employee Benefits
If our approach to helping you find and manage your employee benefits sounds different from what you’ve experienced in the past, that’s because it probably is. Our vision is to help you find what fits your company and takes care of your employees, while providing you with an elite level of customer service, with no additional fees or charges for leveraging our expertise. Basically, we treat you how we like to be treated – and once you experience the difference of having a real benefits partner by your side, you won’t want to work with anyone else.

The labor market is big news right now. Unemployment is under 4%, and local companies are on the lookout for new, innovative ways to not just attract the best talent to their team – but retain the people they’ve already invested in.
One way to make your company stand out is to strengthen the connection between your corporate culture and the entirety of your employee benefits package. The emotional connection – and therefore, loyalty – employees feel towards your company starts and ends with whether they enjoy their job and the people they work with, along with how your company promotes a strong work-life balance. And by nature, you can deepen what your company has to offer in these channels through a more well-rounded benefits package.

Grow your wellness program
Today’s best employees want jobs that work for their lives – not the other way around. One way you can build this mentality into the way your company operates is through an innovative wellness program. Not only will this help reduce stress, build stronger relationships among your staff and promote a healthy lifestyle for the people who work for you, it will help drive stronger productivity and employee engagement. There are many ways to do this – but here are a few ideas to get you started:

1. Set up voluntary accountability opportunities for your staff to hit the gym together, or powerwalk on their lunch hour.
2. Build a partnership with a local gym, so that it’s easier for your staff to grab a quick workout on their own terms without needing to pay for an additional membership.
3. Bring in a massage therapist once a month. Employees can pay for their session, or part of their session, depending on how much of the cost you want to cover.
4. Offer comprehensive tele-health options. Most health plans come with some form of tele-health, but they’re not always easy to access or cost-free. By offering an add-on like Fresh Benies, you give your staff the best access to virtual healthcare. This builds convenience across the board, while also saving them time, money and scheduling headaches.

 
Offer more expansive food and beverage options
Today’s modern employee naturally expects more from their employer, down to the snacks they offer in the breakroom. Gone are the days of a pot of coffee and a water cooler – your coffee bar and vending machines speak to the type of experience potential employees anticipate at your business across the board.

To start, offer a variety of coffee, tea and water options in your break room and at interviews. Stock your kitchen with simple, healthy snacks like fruit and nut bars. And if you offer vending, consider adding a healthy vending machine that stocks fruits and vegetables.
You could also consider a partnership with a local healthy restaurant, like Panera, to offer convenient group delivery options for lunch meetings. By making healthier options more accessible within your office, you’ll show both existing and potential employees that you value them, and that you’re adapting to their generational culture, not just expecting them to adapt to your company culture.

Make sure your parental leave policies are up-to-date
There’s a huge focus on family leave as a whole, and it can be a deal breaker for your staff. From traditional maternity leave to caring for sick family to taking care of family when a spouse or parent is called to active duty in the military, companies that offer broad, inclusive leave options are thriving.

To make sure your employee leave policies match your staff expectations, consider hosting a small employee group review of existing policies and ask for feedback on what they’d like to see added in the future. Then work with your HR team and your employment attorney to choose what will be included in your new leave standards, and craft an updated policy for your handbook.
 
Offer workplace flexibility – but be clear on what that means
Today’s employee is looking for a more flexible workplace. That said, you need to be up front about what that means and includes at your business, as “flexibility” often means different things for different people.

For example, you could offer a 4 day in-office work week, with the option of working from home on Fridays. You could create extreme flexibility with a completely virtual work environment. You could look at adding additional PTO or flex-time as a retention or hiring incentive. You may even offer different versions of flexibility for different staff levels.

No matter the format, you need be clear about your expectations for when and how employees work, along with what you expect them to accomplish if you want your flexible workplace to truly benefit your company.
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A changing employee means a changing workplace
Just as digital media has changed how our business operates, it’s changed the expectations of today’s best workers. As the way we work continues to evolve, our health and benefits offerings will change as well. If you’re looking build a more comprehensive offering that attracts the right talent, builds employee loyalty and sparks employee engagement for your business, we’d love to chat. Reach out and let’s get some time on the calendar. 

Did you know that cost is the number one reason why Americans don’t take their medications as prescribed? That doesn’t just impact their health and wellbeing – it impacts their ability to do good work for your company.

Here’s part of the problem: prices for prescription drugs can vary widely between pharmacies. The main pharmacy you – or your employees – visit may charge $150 for your prescription, while the exact same prescription carries no cost at another pharmacy down the road. But without the right tools and knowledge, you’d never know.

For many of our clients, finding the right tools to help their employees control and manage the rising cost of healthcare is now an essential component of their benefits packages. One of the tools we are recommending our clients share with their employees is GoodRx, which helps your staff choose a pharmacy based on prescription price, and offers prescription coupons to further discount the cost.

The truth about prescription prices
Whether your employees opt-in to your health plan or not, they could be spending less on their prescriptions. Even a $10 co-pay could be more than the true cost of a generic prescription, and over time, all those additional costs can add up. With GoodRx, your employees can find many of those generic prescriptions for just $4, if they’re choosing the right pharmacy.

Brand-name medications can cost significantly more. Having access to the coupons provided through a powerful app like GoodRx could save them upwards of $500 a year, depending on the medications they need and the frequency of their refills.

How can an app like GoodRx save my employees so much money?
The GoodRx app is linked to a huge database that tracks prescription prices across pharmacies around the nation, and is a coupon conglomerate for nearly every prescription drug on the market. By simply checking the app for the prescription they need, your employees are shown the best ways to save money before their doctor even sends the prescription to their pharmacy of choice.

All that said, it’s important to note that GoodRx is something used in place of insurance. Purchases made via GoodRx cannot be submitted to insurance or Medicare, nor will purchases apply towards a deductible, although the use of HSA dollars to pay for the prescriptions is allowed if the medication qualifies.

What that means is that GoodRx is an excellent app to have on hand for most of your employees, but it’s not for everyone. In some situations – such as when there are a lot of anticipated medical expenses and/or expensive prescriptions that an employee or their family will need throughout the year – it may make more sense to satisfy a deductible and skip the GoodRx coupons.

How will GoodRx impact my bottom line? 
The best part of an app like GoodRx? There’s no cost to you to share it with your employees, or for your employees to use the app and coupons. Sharing education about the platform, and encouraging your staff to take charge of their out-of-pocket healthcare costs is one way that you can empower your employees to create significant healthcare savings in their budget, and is a great way to show your staff that you care.
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It doesn’t make you any money – why are you sharing this with me? 
At Sailer Benefit, we believe in helping our clients get more out of their employee benefits packages. That means more than just understanding all the ways your staff can better use their benefits. It means helping you identify what will supplement the tools and programs you already have in place to build more ROI and savings for both the company and the employees. GoodRx is just one tool that we recommend to our clients as a way that they can help their employees maximize their healthcare spend.

Have questions? We’re happy to help! Reach out to schedule a quick consultation with us today. 

As the costs of healthcare have risen over the past few years, so has availability of innovative healthcare technology that helps both you and your employees control their healthcare spending. Telehealth isn’t a new concept, but the options available to you and your company are expanding.

Many of our clients initially question these new add-on telehealth packages, simply because their main healthcare plan comes with an embedded telehealth option. But what they don’t realize is that these low-cost add-ons improve access to healthcare, decrease overall spending, and bridge gaps for employees that you might not realize are there.

Telehealth: While many modern plans offer telehealth, there’s still typically a copay (or even the full cost of the visit) for the employee to cover, depending on your provider. With add-on packages like FreshBenies, there’s no cost – not even a copay – when your employees access their virtual doctors on demand.

Vision savings: With fewer employers offering vision plans, add-on telehealth plans can help with vision savings that a traditional embedded plan just doesn’t offer. Employees have the ability to reap hundreds of dollars in savings when they access this benefit.

Billing advocacy: Where an embedded plan only offers virtual health visits, an add-on plan can help your employees negotiate down the cost of their medical bills.

Pet care: With add-on packages like veterinary discounts, your employees can even save on the cost of pet health care as part of the add-on plan.

Prescription savings: If there’s a drug that’s not covered by insurance, your employee’s add-on plan can help them with prescription discounts, and by finding a local pharmacy with the best price for the medication they need.

Dental savings: For employers that don’t offer dental insurance, or employees who opt out of dental, they can leverage the dental savings their add-on plan provides to save money on dentist appointments.

With such a deep list of services, the first question we’re often asked by our clients relates to the cost of an add-on telehealth program. Believe it or not, the partners we work with charge our clients less than $15 per employee per month for these extensive plans.

Between the cost savings to your employee, and the impact this type of add-on could have on your overall healthcare costs, along with the increase in employee satisfaction for such an extensive value-add to their compensation plan, incorporating an add-on plan to your employee benefits package is almost a no-brainer.

If you want to learn more, let’s chat. Email us for all the details on how you can add a deeper telehealth option to your 2019 plan.

Is there a retirement plan in place? What about vision and dental? 

During your company’s renewal time, it’s likely all the specifics were presented to your employees by your benefits advisor or their enrollment team.  Your employee’s questions were answered, benefit changes clarified and everyone was given an opportunity to have a full understanding of all their benefits. For the employees that attended the meeting, that’s great!

But, what happens when someone misses the meeting or there’s a new hire? Depending on the size of the company, explaining the benefit package probably falls on the business owner, an office manager or the human resource department.

At Sailer Benefit, we see ourselves as an extension of your business. As an included service, we offer client specific videos that explain your detailed benefit packages to your employees via shared video links. 

So, any time you have a new hire, or a similar need, you pass along a link that takes them directly to a video with a detailed, walk through of your company’s specific benefits. Not only do they learn about their benefits directly from your company’s benefits expert, but they can share their link with their spouse, adding a layer of education and explanation not normally possible. The video link doesn’t answer every question, but it does a great job of explaining each benefit in a step by step presentation, with consistency and detail.

Next time an employee misses an enrollment meeting or you’ve got a new hire, think about the ease and advantage that a link would provide.  At your fingertips you could have access to a step by step presentation that’s consistent, convenient, and detailed.  Think of it as your company’s “Benefits at a Glance”…literally. And it’s just a click away.

Sailer Benefit Services offers the video links upon request.  So, please reach out to our advisors and representatives for more information! 

As a business owner or HR professional, do you ever wonder what others in your industry are offering for benefits and engagement programs? If you do, you are not alone.
Most employers, when given the opportunity, would prefer to be able to compare their offerings with that of other employers, especially when competing for the same top talent. The idea of having a competitive knowledge of others in the industry assures sound decision-making on benefit and engagement programs, as well as provides a stronghold in attracting and retaining quality employees.
At Sailer Benefit, we put together an annual benchmarking report that provides employers insightful information regarding employee engagement and benefit programs. 
The report is put together using information collected from employers just like you, as well as current industry data collected from reputable sources. We set your benefit profile side by side with the industry norm and identify the similarities and differences. The report identifies trends in the marketplace, as well as outlines what we're seeing for comparison benefits and programs.
To obtain the report, just enter your comparative benefit and program via the attached survey. Once completed, we share the results with you within a comprehensive report.
The survey only takes a few minutes to complete (we swear -- we’ve managed to limit the questionnaire to just 14 questions!) All the information you provide is completely confidential and we do not sell or share your specifics to anyone. 
If you are the business owner or HR professional, with knowledge of the details of your company’s benefits & programs, click on the link below to complete the survey: https://www.surveymonkey.com/r/SBS2017BenchMark
Thank you for considering taking part in our benchmarking survey 2017. We sincerely hope the information we provide helps you make more sound decisions around your benefit programs! 
If you have any questions, please feel free to reach out. 
651.702.5626 | www.sailerbenefit.com