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Keep Your Top Talent with Five-Star Employee Benefits

Keep Your Top Talent with Five-Star Employee BenefitsFive-Star Employee Benefits

Heavy turnover at any company doesn’t bode well for an employer’s reputation and creates an environment of inconsistency. Without a team that knows their strengths, works well together, and is focused on present and future goals, success can be elusive. Providing Michigan Five-Star employee benefits that are too good to give up makes it harder for employees to be disloyal or look elsewhere for employment and helps contribute to an atmosphere of progress and productivity.

Reward Employees for Their Dedication

When employees are supported by their company with great five-star employee benefits and other perks, they feel valued and important. These emotions encourage employees to do their best, trusting that they will be taken care of and rewarded appropriately.

The most dedicated and long-lasting employees often have longevity with a company because the employer has created five-star employee benefits program that improves over time. Consider the following perks – all financially based – for tenured employees:

And, of course, along with excellent group health plans – including dental and vision – a disability policy, life insurance, and retirement plans, enhanced Michigan health benefits can include:

  • On-site fitness facility.
  • On-site childcare.
  • In-office health classes, like yoga or nutritional seminars.
  • Daily healthy lunch options on-site, provided at no cost or low cost.
  • Work-from-home options.
  • Continuing education.

Not all employee benefits need to be related to health insurance or investment opportunities to make employees happy. The following perks can override a person’s feeling that they should perhaps look for employment elsewhere:

  • Flexible schedule, allowing for a customized work-life balance.
  • Office improvements, like a private office or standing desk.
  • Admin support, like a shared assistant.
  • Title changes, showing that an employee has earned a bump-up (just consider whether the change is merely lateral or whether it will come with a salary increase).

Five-Star Employee Benefits Contribute to the Definition of a Company’s Culture

Investing in quality employee benefits is worth the cost. Employee turnover is not just an inconvenience, it’s expensive. There are costs to recruit, interview, and train, plus the productivity time that is lost while working for weeks to fill an open position.

Employee retention is part of company culture. If employees see coworkers jumping ship for no obvious reason – whether one or many – they will want to identify why this turnover is occurring. Even if there isn’t a major element that is causing employees to leave, every departure is an invitation for employees to review everything about their job to figure out what they might be overlooking, and this includes an evaluation of their benefits. Could their employee benefits be better? Maybe they should look elsewhere for heartier benefits that improve over time.

The benefits you offer speak to how much you value your employees’ presence on your team and what your company’s leadership considers important. Not only will great benefits keep current employees from looking elsewhere for employment, you will maintain existing employees.

Talk to a Michigan employee benefits expert at The Benefits Group to discuss the options for offering comprehensive employee benefits, from medical to ancillary, to life insurance. Contact us today.

 

Fulfilling the Benefits Needs of a Multigenerational Workforce

Fulfilling the Benefits Needs of a Multigenerational Workforce

Multigenerational Workforce

The multigenerational workforce of today poses a unique challenge for employers, who seek to provide Michigan group health insurance that suits the needs of each generation and their differing priorities. Flexible, customizable benefits options help maintain employee satisfaction and retention.

Understanding the Working Generations

Whether a small business or large business, chances are you have several generations under your umbrella. Knowing who you’re working with is the first step to fulfilling your employees’ needs:

  • The Silent Generation: Born between 1928 and 1945, this portion of the workforce is very small, with employees aged at least 73 years old in 2018. They have lived through the Great Depression, WWII, and decades of change. People in this demographic are often in high-level positions, running their own companies – and making the Michigan health insurance benefits decisions – while others work part-time or hourly to stay active, or because their retirement needs the boost.
  • Baby Boomers: Born between 1946 and 1964, the Baby Boomers are between 54 and 72 years old, as of 2018. This is the time of retirement for many boomers, who now make up only about a quarter of the workforce. They have seen a lot and, most recently, have weathered the effects of the Great Recession, but their retirement is on the horizon, if not immediately present.
  • Gen X: The millions of people who make up Generation X were born between 1965 and 1980 and are a product of Baby Boomers, but also some members of the Silent Generation. They are between the ages of 38 and 53 as of 2018. Still making up about a third of the workforce, many Gen-Xers still have families to support, from young adults to college age children, tweens to infants, while others are already empty-nesters.
  • Millennials: Born between 1981 and 1997, “millennial” is the buzzword of the decade, with the members of this generation falling between the ages of 21 and 37 in 2018. They are the largest group of people working today, with more to come as they finish up their college degrees. Their needs and priorities are widely varied, as millennials, in general, are redefining what the workplace looks like and how it operates.

Pleasing the Demographics in Your Workforce

Knowing how employees view themselves and their employer is one of the major keys to understanding how to satisfy Michigan employee benefits. For example, Baby Boomers and Generation X-ers are known to identify with their company rather than their profession, staying with the same employer for decades. They are more likely to make their existing benefits work for them, though their needs are changing as they get older.

A great majority of Millennials are focused on professional goals. Many move from job to job and employer to employer without hesitation, simply to achieve the bars they have set for themselves. This makes it even more important for employers to provide benefits packages that will be hard to resist so they can woo millennial employees and retain them.

Diversifying Benefits Options

Employees want to trust that their employer will treat them well and fairly, especially when it comes to benefits. For employers, however, it’s essential to think beyond a one-size-fits-all benefits plan. Employees value good employer-sponsored health insurance benefits that are easy to understand and utilize and serve their needs and the needs of their family.

Talk to a Michigan employee benefits expert at The Benefits Group to discuss the options for offering more than one plan to appeal to the unique healthcare needs of a multigenerational workforce. Contact us today.

4 Things to Know About Consumer-Driven Health Plans

consumer-driven health plans4 Things to Know About Consumer-Driven Health Plans

Consumer-driven healthcare (CDHC), in the simplest terms, refers to third-tier health insurance plans. These consumer-driven health plans allow members to use Michigan benefits such as health savings accounts (HSAs) or health reimbursement accounts (HRAs). CDHCs allow members to pay routine healthcare expenses directly and lower premiums. Some businesses prefer to offer this alternative funding instead of traditional employer-managed healthcare.

Consumer-driven health plans focus on controlling total healthcare costs. Demand will change over time, depending on employees’ needs, but the supply of quality healthcare benefits should not be limited, at least, not if you want to keep your employees happy and reel in new hires.

  1. You protect your company.

Employers have the say in the Michigan benefits package they will offer their employees, but they also shoulder the brunt of the financial burden. CDHC plans reduce employer spending on healthcare. The reduction isn’t necessarily huge, but every little bit helps, especially for small businesses.

Because a CDHC plan is a high-deductible health plan, it protects employers from disastrous medical expenses should an employee develop a health problem that comes with astronomical costs. This type of plan also means that a company isn’t forced to pay for the just-in-case insurance costs that come along with traditional plans. Ultimately, a CDHC can reduce corporate costs.

  1. Premiums are low, deductibles are high.

High-deductible policies sound negative, but a high-deductible policy costs less. The user pays medical claims using a savings account that is prefunded. And no one is giving up benefits for higher co-payments.

Employees who are typically healthy will spend less on premiums because they rarely need to use their healthcare. Fewer doctor visits or hospitalizations put an employee’s investment in healthcare right back in their own wallet.

  1. Plans are customizable.

CDHC plans are customizable and cost-effective. Consumers are free to organize their own plans based on their unique needs for themselves and their family. The goal is that this level of employee (i.e., consumer) engagement will encourage every participant to be mindful about their healthcare choices.

When consumers have a bigger role in payment for healthcare, they are more likely to be conservative about their choices and, ideally, be inspired to make their health a priority and take better care of themselves to avoid unnecessary healthcare expenses.

  1. Employees need to be educated on CDHC plans.

Employees are encouraged to shop around for the most cost-efficient healthcare. However, as well all know, healthcare is complicated when it comes to quality of care and healthcare costs. To reduce the costs of unnecessary healthcare, employees may also reduce their use of necessary healthcare for one main reason – they think they can’t afford it.

If you want employees to feel that they’re getting a benefit from a CDHC plan, they need to be educated on how to differentiate between necessary and unnecessary care. Cost transparency is essential.

Consumer-driven health plans put the power in employees’ hands. Help your employees understand the differences between necessary and unnecessary care, healthcare costs, and quality of care with help from a Michigan employee benefits expert at The Benefits Group. Contact us today.

Rising Healthcare Costs – Affecting Your Bottom Line

Are Rising Healthcare Costs Negatively Impacting Your Company?

When is the last time you reviewed the group healthcare benefits you offer your employees? For most employers, group healthcare is the single largest expense. But, if you take the time, you may just discover that changing up benefits can yield a huge savings for your company, and give your employees better healthcare options. Rising healthcare costs can be costly if left unchecked.

Alternatives to Combat Rising Healthcare Costs

Rising healthcare costsThe National Business Group on Health’s annual survey found that employers rank the cost of “specialty pharmaceuticals” as the top element that drives cost increases. These pricey new treatments – in the thousands or tens of thousands of dollars per treatment – are for conditions like diabetes, asthma, and immune disorders.

Some employers try to combat the high cost of pharma by managing where patients receive these high-priced medicines since cost of treatment can vary depending on where it is administered. Other employers offer high-deductible plans to try to control costs across the board.

Consumer-driven healthcare enables employees to use a health savings account (HSA) and fill it with tax-deductible savings. There are limits on the amount of contributions that can be made annually for individual and family coverage, but HSA balances carry over from year to year. Plus, withdrawals are tax-free if use for qualified medical expenses.

Offering options like HSAs to employees is a cost-cutting measure for employers, and a major benefit for employees, who can control how and when their group healthcare benefits are used.

Group Health Insurance Plans That Save Employers Money

There are many options for group health insurance, so it’s natural to have concerns that you aren’t making the right choice for your business, employees, or bottom line. But there are health insurance plans that can reduce your costs, two in particular:

  1. Level-funded health insurance: Also known as partial self-funding, the level-funded health insurance plan allows healthcare expenses to be spread evenly over 12 months. Because of this perk, group health insurance costs are a predictable expense. What if there are overage claims? Stop-gap coverage saves the day. Plus, if the premium you have paid into your fund is unused by the year’s end, you get a company refund.
  2. Self-funded employee health insurance. Instead of paying a monthly premium as with traditional group healthcare plans, in a self-funded employee health insurance plan the employer pays for employee claims as they are incurred. If you have an especially healthy year, that’s a boon for your company. If an employee develops a serious illness and the medical costs to go along with it, the risk, of course, is there. However, knowing that you must reserve funds in the budget to manage claims means that, if you overbudget for claims, you’ll have a surplus of funds. That’s always nice to see, and the smart thing to do is roll those funds right back into your health plan for even more of a cushion, or provide perks like an on-site fitness center or nutritious meal options to keep your employees healthy.

Give Your Employees Healthcare They Understand

To explain the excellent benefits offered to your employees, you must understand the benefits that your company gets first. Take the time to figure out what’s really working within your business when it comes to group healthcare, and where things could be improved. Contact The Benefits Group today to align yourself with a dedicated Michigan employee benefits expert.

Health Benefits Employees Want

Smart Hires: 5 Group Health Benefits Employees Want from a Potential Employer

Health Benefits Employees Want

Salary is important. Location matters. Flexibility helps. But one of the biggest factors that influences whether a potential employee says “yes” or “no” to a job offer is the kind of group health benefits a company provides. Yes, employees love extra vacation days, paid sick days, and generous bonuses. However, good health insurance is often what tips the scales.

Here are just five group health benefits that will make a potential employee seriously weigh a job offer with your company:

  1. Customized Group Health Benefits

You don’t have to be all things to all employees when it comes to group health benefits, but having options certainly doesn’t hurt. Employer-sponsored group benefits programs allow employees to maintain control over the specific kind of coverage they want for themselves and their families. For example, a middle-aged parent of three will have different needs than a just-graduated, entry-level employee. When group health benefits are flexible in this way, more employees are likely to participate, and the more employees who take part, the better and more affordable group coverage will be company-wide.

  1. On-Site Wellness Programs

Adults are busy people, and wellness is not always a priority. It isn’t easy to get to the gym or to make time for an important doctor’s appointment. If your company does all that it can to facilitate good health, your employees will take advantage of what is convenient, which will make them more likely to thrive, be healthier, have fewer sick days, a smaller need to call on their health insurance, and productivity will be off the charts. It’s not difficult to imbue your work environment with wellness options, like fitness classes, a workout center, a roaming masseuse, flu shots, and more. The right employee benefits expert will help you figure out what benefits mesh best with your group health plan and what will be most attractive to employees.

  1. Voluntary Benefits

Offering an excellent package of general group health benefits is important, but employees also value a selection of voluntary benefits that are not typically covered under basic health insurance. Does your plan offer voluntary options for vision coverage, dental coverage, travel medical insurance, personal accident insurance, long-term care insurance, life insurance, and so on? Preventive care + voluntary healthcare coverage options = satisfied employees.

  1. Rewards and Perks

A benefits rewards plan can offer incentives that build up and carry over from year to year. Employees will be motivated to stay healthy and stay in your employ when they are promised rewards for their wellness efforts. Plus, you want employees to realize just how many benefits your group health insurance plan offers. Be clear to potential hires about the perks that are available, such as health savings accounts, twice-annual dental cleanings, on-site wellness facilities, nurses on call.

  1. Insurance They Understand

The jargon about health insurance and the myriad options for group health benefits can be confusing and overwhelming. Employees will feel cared for by you as an employer when you make it easy for them to understand exactly what kind of group health perks are available. Too much information and too much industry language makes it difficult for people to know what kind of plan to select, and your potential employee can be left feeling like they may not have access to the best possible coverage for themselves and their family – when a simple conversation could have eased their mind and secured their employment.

Contact us today to align yourself with a dedicated Michigan employee benefits expert. By answering your questions first, we make it easier for you to answer the questions of potential hires, and turn them into dedicated, satisfied employees.

6 Family Benefits to Consider for Your Business

Family BenefitsEmployees weigh benefits packages when considering whether they should take a job or stay in a current position. One thing that can give you the edge? Family benefits. Employees are not only looking at benefits for themselves, they’re considering the needs of their entire family. You can support your workers by offering them a comprehensive menu of Michigan employee benefits so they know their family is well taken care of.

Depending on your budget and business goals, you can incentivize your employees or potential employees by prioritizing the following family-friendly benefits:

  1. Medical

Healthcare comes with a hefty price tag, especially for employees with dependents and a spouse who does not have their own insurance. Offer group health and medical plans with the best funding for your company. You can choose from self-funded, fully insured, or level funding. Your employees will be relieved to know that costs like prenatal care, well-child visits, and routine check-ups will be affordable for their loved ones.

  1. Dental and Vision Packages

Kids have even more healthcare needs than adults, from years of braces to many pairs of glasses. With quality dental and vision packages – coverage that is not typically covered under basic health insurance – your family’s vision and oral health will be an easy priority to maintain.

  1. Retirement/401(k)

Your employees are not only working to earn money now, they’re working to save money for the future to live comfortably in retirement, of course, but also to afford things like college educations, weddings, nursing homes, and other major needs of their family. A good retirement benefit can include retiree medical plans, broker-assisted 401(k) plans, and more. Employees will relish the chance to prepare now for what comes later.

  1. Tuition Savings

College isn’t cheap, and every penny counts toward easing that financial burden once dependents reach college age. Offering a 529 plan allows employees to contribute through automatic payroll deductions and your business can also consider employer contributions. The funds of a 529 are distributed tax-free when spent on eligible higher education expenses.

  1. Disability

Disability is an especially coveted benefit for employees with a high-risk job, but every employee can benefit from this option. Disability insurance offers a promise to keep a family afloat when circumstances of injury or illness prevent the employee from working.

  1. Life Insurance

Many adults only have life insurance coverage through their employer, and group-term life insurance an option that can make employees breathe easier knowing their family would be cared for after their death. A standard basic life policy can be even more attractive if a spouse and dependent rider is added to the benefits package at a low additional cost. This benefit can be employer paid, employee paid, or contributory.

Additional Employee and Family Benefits

Along with these options, you can consider the value of offering benefits like caregiver flextime and leave, dependent care flexible spending accounts (for things like childcare, day camp, senior care), infertility programs, and adoption assistance and leave.

Contact us today to discuss the best Michigan employee and family benefits for your business. Your employees work hard to support their families – be the one to help them successfully achieve that support.

4 Ways Employers Can Save Money on Michigan Employee Benefits

Michigan Employee Benefits Save MoneyYou want to offer your employees excellent benefits. However, it would be even better if the benefits came with some perks for you – namely, lower costs. You can choose a Michigan employee benefits plan that boost your bottom line directly, or you can consider other ways to invest in the well-being of your workers.

Expected and Unexpected Ways to Cut Costs on Michigan Employee Benefits

Here are just four ways to save money on Michigan employee benefits:

  1. Choose level-funded health insurance. When you choose a level-funded health insurance plan – also known as partial self-funding – expenses are evenly spread over 12 months. The cost of group health insurance is a predictable expense and stop-gap coverage takes care of any overage claims. If the premium paid into your fund goes unused by the end of the year, your business gets a refund.
  2. Choose self-funded employee health insurance. There is a built-in risk for companies that choose self-funded employee health insurance plans. However, being willing to take the risk could open you up for major financial rewards. Over time, a self-funded plan is a money-saving group insurance plan. If you overbudget for claims, you’ll have a surplus of funds that can be rolled back into your health plan.
  3. Invest in the health of your employees. When group health insurance premiums are based on a broad sample of people as with traditional group policies, costs can feel unfair and make you rethink the benefit of benefits at all. But a level-funded plan, for example, evaluates a company’s unique employee risk pool. This specificity can lower risks and create lower-priced plans. If you invest in your employees, offering on-site wellness classes, gym memberships, healthy meal programs, or other incentives, you encourage and support their good health and, ideally, contribute to greater productivity and fewer sick days.
  4. Outsource plan management. You can assign the management of group benefits responsibilities to an existing human resources employee, which may feel like the best way to save on benefits costs. However, outsourcing the ongoing maintenance of group benefits to an expert who understands compliance, operational needs, and the complicated ins and outs of group insurance management will save your in-house team members from encountering a steep learning curve, making errors, or offering up incorrect advice – all issues that could, ultimately, cost you big money.

Get Help Determining Group Employee Benefits

Find out exactly how your individual company can save money. Get connected with a personal plan advisor at The Benefits Group. We will pair you with the right insurance carrier, and help you identify the best employee benefits for your company based on the needs of your employees, the benefits you want, and the costs you would like to minimize.

Contact us today to get connected with a dedicated employee benefits expert. We will analyze your business needs, answer all your questions, and offer advice about the best ways to maximize your Michigan employee benefits so your choices are beneficial for your employees, and you.

6 Critical Michigan Employee Benefits to Offer Your Team

Michigan Employee benefitsBasic employee benefits mean different things to different employers and companies. The goal should always be to provide your employees with quality group health benefits. The more comprehensive Michigan employee benefits can be, the happier and more dedicated your employees will be, and the better your retention levels will be.

Prioritize These 6 Michigan Employee Benefits

You want to provide value to your staff, incentivize potential employees, and define an employee benefits plan that works with your company design and budget. As you consider what is best for your team, know that the basic Michigan employee benefits often include all or at least many of the following:

  1. Medical: Large and small businesses can offer group health and medical plans to their employees. There are various options for funding these plans, including self-funded employee health insurance, fully insured, or level funding. Long-term care insurance can also be an attractive option.
  2. Retirement/401(k): A good retirement plan can make all the difference between getting that coveted new hire or not. This benefit can include retiree medical plans, broker-assisted 401(k) plans, and more.
  3. Disability: Your company doesn’t have to be involved in a high-risk field to warrant offering disability to your employees. Disability benefits come in short-term, long-term, and statutory plans, as well as paid family leave, salary continuance, and more.
  4. Dental and Vision: Eyes and teeth are not typically covered under basic health insurance, which is why employees are thrilled with an option to accept a dental and/or vision group insurance plan or voluntary individual insurance plan.
  5. Travel Medical: International company? Employees travel often? Travel medical insurance is a necessity, whether for single-trip or multi-trip. Long-term major medical insurance for international travel is also a smart choice.
  6. Life insurance: Many adults only have life insurance through their employer. You can offer group-term life insurance that is employer paid, employee paid, or contributory. Additional options include key man insurance and varying coverage for high-level employees or contractors.

Good Michigan Employee Benefits Retain Employees

Your business is only as good as its employees, and your employees will work hard and stay dedicated to your company if they and their families are well provided for. Carefully vetted and selected Michigan employee benefits are the way to woo prospective job candidates and hold onto the people who are already on your payroll.

It’s not just the benefits you offer but the way they are accessed that also makes all the difference in employee satisfaction. A smooth enrollment process is highly coveted – insurance and benefits can be confusing. When employees known exactly what they’re getting, and trust that they have the coverage and benefits they were promised, they’ll be more satisfied.

Employers also deserve some special perks, and an online benefits and resource reference library covers not only all the questions you have about your Michigan employee benefits, but provides general human resources support too.

Partner with an Accessible Employee Benefits Corporation

It is essential to choose the right Michigan employee benefits corporation that is partnered with large networks of established and reliable group benefits providers. At The Benefits Group, it is our goal to offer you desirable, employee-rich benefits at better rates, fulfill your compliance demands, and support your entire team of employees in understanding and using their employee benefits.

Customize employee benefits to suit your employees and their individual and family needs. Contact us today to learn more.

FMLA Compliance Mistakes

Is Your Company at Risk? 7 FMLA Compliance Mistakes

Non-compliance with the Family and Medical Leave Act (FMLA) is common, unfortunately, and that is costly for businesses and unfortunate for their employees. Denying employees their rights to have time off from their job for qualified personal reasons could lead to legal troubles, loss of good employees, and more. FMLA compliance does not have to be difficult, if you make smart choices for your company.

FMLA Compliance Mistakes

Here are just 7 mistakes a company could make when it comes to the Family and Medical Leave Act: 

  1. Incorrectly determining employee eligibility. Do you know what situations warrant the invocation of the FMLA by an employee? Pregnancy complications, bed rest, bonding with an adopted child, or a serious family health condition all qualify. But there are employees who will try to abuse the FMLA benefits, and identifying who has a legitimate need and who does not is a job many human resource departments prefer not to shoulder.
  2. Not knowing how long the FMLA applies. The employees who invoke the FMLA will not all do so for the same reasons. Some situations may require long-term compliance while other situations call for intermittent compliance.
  3. Inappropriate handling of records. Do you have multiple locations? Do you have multiple people handling sensitive information? Without secure, centralized FMLA administration, there is a higher risk of non-compliance and greater potential for the leaking of personal details and protected health information.
  4. Poor mediation. Improperly handled complaints and poorly managed situations involving the administration and granting of the FMLA can lead to great legal, financial, and professional strife for a company. How you treat your employees, and how their benefits are dished out, will affect your reputation in your field among peers and current and future employees.
  5. Overworked HR staff. Generalists will have a hard time deciphering the many rules and regulations of the complex FMLA. Their primary job responsibilities can easily be neglected or hastily done when bogged down in the legalese and jargon of the FMLA. Your liability risk and risk of non-compliance go up when you neglect to have an expert dedicated to your company’s and employees’ benefits.
  6. Administrative errors. If your HR rep neglects to request recertification for ongoing intermittent leave, does not stay up to date on new FMLA legislative changes and regulations, does not properly document communications, and drops the ball in general in the administration of this act, that means employees may not receive the full benefits to which they are entitled, and your company is responsible.
  7. Being stubborn about company budget. You may want to keep all matters relating to employee benefits in-house to reduce expenses, but FMLA complaints filed by an employee, errors in the administration of the act, and more can all end up increasing your expenses. Talk to an expert and you will see that, ultimately, outsourcing FMLA administration actually costs less than putting this burden on a full-time human resources generalist.

The FMLA has many moving parts and pieces. If you don’t want to be caught in the wrong, outsource the work that comes with managing FMLA paperwork and regulations to an FMLA authority. You’ll reduce your company’s liability, avoid non-compliance, and prevent law violations. Learn more about getting help with the FMLA. Contact The Benefits Group to speak with a representative about your FMLA questions and administrative needs.

Retain Your Employees

Are Your Group Benefits Strong Enough to Retain Your Employees?

Retain Your Employees

Close to 60 percent of people report that job benefits are among the top things they consider before accepting a job offer. And health care insurance is consistently ranked as the number one benefit among employees, beating out perks like vacation days, bonuses, paid sick days, and retirement plans. Are your group benefits strong enough to retain your employees?

Do You Offer Customized Plans?

Employer-sponsored group benefits programs are preferable to most employees. Giving employees control over the kind of coverage they want for themselves and their family keeps them engaged – and happier, because their specific needs are being covered (seniors will likely have different health needs and goals than newlyweds). Having choices and flexibility when it comes to Michigan group benefits is more likely to increase employee participation – and this fact turns group benefits into more affordable coverage for all employees.

Do You Clearly Communicate Employee Benefits?

Let’s face it, the descriptions of health insurance, retirement plans, and their ilk can be confusing. Self-funded or fully insured? Term life insurance or no term life insurance? Too much information, industry jargon, and overlapping plans makes it difficult for employees to know what plan to select. And this ambiguity can make them feel like they’re not getting the best coverage possible, and even make them feel dissatisfied with their employment.

Communicate employee benefits clearly and often, not just at enrollment time. Don’t be shy about asking your broker or insurance carrier to provide your employees with infographics, diagrams, bullet-pointed lists, or comparison sheets so your employees know exactly what they’re getting. Paper info is nice, but email and newsletters can sometimes be better. And don’t overlook the power of social media to distribute information to employees.

Do You Remind Employees to Use Their Benefits?

One of the worst scenarios is to find yourself with disgruntled employees who missed out on their benefits and have no way of recouping them after a certain time has passed. Remind employees to use their health savings accounts, to get their bi-annual dental cleanings and exams, to undergo their annual preventive medical physical and screening, to use their complimentary gym membership or take advantage of on-site wellness programs.

You want your employees to be healthy, and you want them to know that you care about their well-being. Offering excellent group health benefits is just one part of the equation. Bring these perks front and center at regular intervals. Target people who fit into specific categories and who may find special benefits within their group coverage, like expectant mothers, people close to retirement age

What Employers Can Do to Retain Employees Through Group Benefits

Group health benefits come in all shapes depending on the size of your business, the number of your employees, your budget, and more. Here are some elements to consider as you shape your group benefits plan:

  • Create a benefits rewards plan that offers incentives that build up from year to year. Employees will be motivated to stay in your employ.
  • Offer wellness programs on the premises, such as gym equipment or exercise classes. Employees who exercise regularly have better time management, concentration, and efficiency. Plus, they’ll be healthier, which means fewer sick days and greater productivity.
  • Provide employees with voluntary benefits so they can choose to have, for example, vision coverage or travel medical insurance or personal accident insurance. Voluntary options rolled in with preventive care is an attractive group health benefit.

 Good group benefits for employees improves retention. According to the Society for Human Resource Management, some employees consider benefits more important than overall pay. Improve your company’s employee retention rates with excellent, appropriate group benefits. Contact The Benefits Group for advice on choosing the right coverage, and figuring out how to manage your benefits.