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Benefits provide solid solution to turnover

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Keeping good people is a problem facing every employer. Providing benefits is a solid solution, with options typically falling into four categories.

Insurance benefits. Workers perceive medical, prescription drug and life insurance coverage as the most important. Dental, dread disease, vision and short- and long-term disability benefits are favorable options. Use tenure to determine the amount of premium paid by your organization.

Professional liability insurance and prepaid legal plans are a plus in today's litigation-happy society. Discounts for auto, home and personal property coverages are novel perks, also.

Time off. Grant paid time off for vacation, sickness, funerals, jury duty and personal reasons.

Create an emergency time pool. Personnel can choose to donate a day of vacation to the pool. Coworkers without vacation remaining can use the pool when faced with a dire need for time off. Devise a detailed policy with qualifying criteria to ensure fairness.

Quality of life benefits. In today's job market, an employee's mission is development of individual and professional abilities.

Assess staff skill levels and communicate training and promotional opportunities in your company. You do not want team members to feel they have to leave your organization to acquire new competencies.

Reimburse employees' tuition costs for relevant classes and degrees. In addition, recommend and financially supplement applicable seminars.

Provide personal and career-oriented counseling services on site. Conflict resolution, stress management, fitness, nutrition, grief coping skills, and child- and elder-care concerns are popular topics.

Offer benefits that directly assist the family.

Allow staff to bring their babies to work. Give adoption, elder-care and child-care financial assistance. When spouses of employees are between positions, hire an employment consultant to help with job searching.

Secure bargains at area businesses such as fitness centers and vacation destinations.

Subsidize lunches and extend worker discounts for your services or products. Consent to casual dress days once a week, during the summer or all year round.

Instigate social events such as cookouts, birthday luncheons, Christmas tree decorating parties and bring-a-pet-to-work day.

Champion family events, including holiday gatherings with door prizes, fishing and golf tournaments, and sponsorship of softball, basketball and soccer teams.

Advocate community service participation in such programs as D.A.R.E., Project Graduation and school classroom events, as well as drives for toys, food, blood and civic disasters.

Bestow college scholarships and encourage volunteering in nursing homes, fire departments and not-for-profit organizations.

On-site day care, postal services, convenience stores, ATMs, hair styling, medical services and wellness facilities are creative possibilities. Using massage therapists for stress management is icing on the cake.

Financial benefits. A wide variety of financial benefits can aid retention. Among the options employers may choose from are:

?Extending stock options and retirement plans for long-term gain to employees' pocketbooks. A 401(k) with opportunities for matching funds, loans and withdrawals is an excellent tool.

?Contracting with professional financial planners to convey expert advice to your staff members.

?Seeking out credit unions that will open their doors to nonmembers. Ask your banker about free checking, direct deposit, special discounts on loans and better interest rates on savings accounts.

?Allowing employees to retain a percentage of money saved or made by your company due to their suggestions.

?Permitting workers to sell unused vacation days back to the organization.

?Providing bonus and profit-sharing plans, and using length of stay as one criteria in determining yearly raises.

(Lynne Haggerman is President/Owner of Haggerman & Associates, an employment management training, human resources consulting, and outplacement firm.)

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