It’s October. Haunted hayrides scare eager customers, pumpkin patches are filled with jack-o-lanterns waiting to be carved, and stores are stocked with sugary treats. Yes, October means Halloween is right around the corner!
It’s also time for your company to introduce open enrollment season. As a conscientious human resources professional, you put a lot of diligence into crafting your benefits offerings. Your company’s carefully written benefits guide might answer the questions: Is this an active or passive enrollment? Are there new insurance carriers? Will medical premiums increase next year?
Yet, the real question is: Which Halloween candy best represents your company’s benefits?
This candy is old-school chocolate goodness. No fancy add-ins; it has tasted the same for generations. A Hershey® bar represents basic employee benefits.
Maybe your company offers only one medical plan option. Maybe your company does not contribute money for workers’ health savings accounts if they elect a high deductible health plan. Maybe the long-term disability offering is 100% employee-paid instead of funded by the company. Maybe telecommuting is not an option for workers at your organization.
Hershey® style benefits take care of workers’ baseline needs. These employee benefits are all about simplicity. Smaller or newer companies may start out with simple benefits as they get off the ground. With Hershey® bar offerings, the key is in the presentation. Benefits communications should be dynamic and engaging. With streamlined benefits, your company can offer non-monetary perks, like casual dress or summer half-day Fridays, to show employees they are valued.
This candy has it all: Nougat, caramel, peanuts, and chocolate. A Snickers® bar represents the full suite of employee benefits.
Medical, dental and vision insurance at various price points? Check. Basic and supplemental life and long-term and short-term disability insurance? Of course. Accident coverage to help pay for trips to the emergency room? Definitely. Health care, dependent care and transportation flexible spending accounts? Certainly. Employee assistance program to offer work-life guidance? Sure. Company match for the 401(K) savings plan? Affirmative. Parental leave after the birth or adoption of a child? Absolutely.
Keeping pace with the competition matters in recruitment and retention. Snickers® style benefits offer something for the widest employee demographic. Not every worker will enroll in each benefit. Offering possibilities creates and maintains a satisfied workforce.
This candy’s chocolate and coconut combination is not for everyone’s sweet tooth. But it does have its loyal followers.
A Mounds® bar represents out-of-the-box employee benefits. Your company offers employees the chance to buy supplemental long-term care insurance. That benefit is attractive to the sandwich generation. Between caring for aging parents and raising children, they need to think about their own future. Your company has a student loan repayment program. Such a benefit is golden for recruiting and retaining Millennial and upcoming Gen Z employees. Members of the Class of 2016 graduated college with an average debt of $37,172, according to Student Loan Hero. Your company takes care of its workers’ furry friends by offering voluntary pet insurance. Vet bills can add up, so this coverage gives employees peace of mind. The organization could have a pet-friendly office, so instead of finding a pet daycare, employees work alongside dogs and cats.
Not every corporation offers benefits like these and they make yours stand out. Mounds® style benefits appeal to fringe groups of employees. Your company offers standard benefits too, but uncommon offerings make workers feel appreciated.
Hershey®, Snickers® or Mounds®? No matter the flavor of your employee benefit offerings, they should sweeten the deal to hire and keep the brightest workers.