Are your benefits the "BEST"?

How do you know?

An organization considered “Best-in-Class” is deemed such, not by themselves, although they obviously have this as their goal, they are only considered “Best-in-Class” if their peers, stakeholders within their industry deem them as such. "Best-in-Class" happens when you are compared to YOUR strongest competitor, and your organization has been found to be better in all categories.

·      The best of kind

·      Performance

·      Customer satisfaction

·      Their people add value

·      Meeting expectations

·      Leading innovation

·      A place people want to work

·      Cutting edge … disruptors

·      An organization people reference when needing an example of “exemplary”

·      Their products or services are worth more because they sell it

Great places to work

Alongside of “Best-in-Class” is to be deemed THE “Best Place to Work” as ranked by employees and exceeding on performance measures, such as:

·      Company Culture

·      Diversity

·      Employee feedback

·      Transparency

·      Trust

·      A culture of care

·      Competitive compensation

·      Engagement

·      Professional development

·      Effective communication

·      Innovation

·      Fairness

Human Driven

This is where we can see the overlap between the two themes. But where does a benefit plan “fit” within these schematics and the drive to be the very best?

Benefits are at the heart of every organization:

·      Culture

·      Wellness

·      Safety

·      Health

·      Efficiency

·      Performance

It takes more than the latest technology for proficiency

·      Vision

·      Ergonomics

·      Continuous education | skill advancement

·      Hearing aids

·      Orthotics

·      Pharmacy access

What could be more attractive to a potential new hire, a customer, a potential investor, then a company considered both “Best-in-Class” and a “Great Place to Work” not by the company doing self-promotion, but from the industry and competitors alike?

This can only happen when it is measured with proven data.

Take the test

See how you measure up and if your benefit plan aligns with all of the other great things about your organization. Are your benefits the catalyst for productivity, safety, wellness, culture, and compensation? There’s no “average” in “Best-in-Class”.

Using the the viewpoint of someone outside with an independent lens is necessary because those are the people considering doing business with you or employees choosing whether to work for or with the organization .

They want, no DEMAND proof—stakeholders are not just going to take your word for it.

·      Competition,

·      Customers,

·      Existing and potential employee talent.

Key Drivers for “Best in Class” Benefits

·      The benefit culture.

·      Income-related insurance protection.

·      Health & dental routine needs for preparing “fit for duty” employee performance

·      Hire-to-Retire plans.

 At the end of the day, a company that can solidly attract and retain top talent while limiting their turnover will improve profit and revenue streams and hence be more attractive to existing and potential customers.

This is where we drive innovation in benefits.

Let’s have a conversation. Give us a call.

Note: this was written without the aid of Artificial Intelligence (AI)

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.

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