It happens every year like clock­work: benefits renewal season. You and your team consider what health care plan makes the most sense for your company, weighing factors like coverage, quality and of course, cost.

That last factor can be a real stick­ing point for many employers. You want to save money, but the final dollar amount isn’t the only metric for measuring the value that your health care plan can bring to your business.

Attract New Talent

Are you struggling to hire the top talent needed to help their business grow? Even if you can afford to pay top dollar, salary isn’t the only factor that candidates consider when evaluating a job offer.

Job seekers weigh a variety of options in relation to their salary; for example, if employees will be compensated less, then they value their healthcare benefits even more. According to Aflac, 55% of employees would consider accepting a job offer for lower compensation in exchange for a more robust benefits package.

If you can promise talent a stronger benefit offering than the competition, it could mean the difference between hiring a stellar new employee or losing them.

Retain Existing Talent

While you want to remain compet­itive in recruiting new employees, re­member that replacing an employee who left for a job with better benefits will ultimately cost a lot more. In fact, it can cost 1.5 to 2 times the departing employee’s salary. These turnover costs add up fast, especially considering the lost productivity inherent in training a new employee.

Here are some quick facts about the importance of benefits for retain­ing employees:

  • According to a LinkedIn study, companies that rated highly on compensation and benefits saw 56% lower attrition.
  • A Zoro survey found that 72% of employees said having more work benefits would increase their job satisfaction.
  • 80% of workers would keep a job with benefits rather than take one that offered more pay and no benefits.

Simply offering health care isn’t enough to keep your best employees. While full-time employees generally expect to receive healthcare through their employer, what they really need is quality healthcare.

Better Employee Physical and Mental Health

A stronger health care offering leads to employees and dependents who are healthier both physically and mentally. The benefits of having healthy employees are endless. Healthy employees are more productive, less prone to errors and accidents and are more engaged with the workplace. Healthy employees (and their healthy families) are also much less costly because they’re more likely to receive preventative care to address any issues.

In recent years, companies have moved beyond simply providing an employer-sponsored health care plan to actually investing in their employees’ health with wellness programming. This has not only helped employers to incentivize healthy living among their employees, but also serves as a recruiting and retention tool to demonstrate to workers how much the com­pany cares about its employees.

Improve Your Bottom Line

Evaluating health insurance can be a cumbersome process. You just want to get through the benefits meeting so that you can get back to daily op­erations. While you would rather focus on improving an internal process or strengthening a customer relationship to increase revenue, adjusting the benefits plan can be just as impactful on the bottom line.

Self-funding can seem like a lot of work; however, the financial oppor­tunities are great. Instead of paying a fully-insured premium every year, employers pay only for the claims in­curred by the plan, while pocketing
the savings.

Offer Your Employees a Quality Self-Funded Solution

HPS’s level-funded and self-fund­ed health insurance offerings can help you build a creative, cost-saving health plan. Members have access to our broad independent provider network to receive the best quality care. Interest-free payment plans and our simple SuperEOB make it easy for employ­ees to understand and manage health care costs.

To learn more about these options contact your broker today!

Tina Snortum-Sergent

Tina Snortum-Sergent

Tina Snortum-Sergent is the VP of Client Engagement for Health Payment Systems.

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