With this in mind, benefits are becoming an increasingly important tool for attracting – and retaining – talent, with some employees valuing the perks that come with the company almost as much as they value the paycheck.
Companies have a responsibility for the health and well-being of their workforce, according to 73 percent of employees. Thankfully, 82 percent of employers agree. In terms of how these benefits are provided, employees value flexibility the most, with 58 percent seeking benefits that are customized to their unique personal needs and 47 percent wanting benefits that can adapt to alternative family structures, such as same-sex partnerships.
Asked to rank which benefits were “must haves,” unsurprisingly, health benefits were listed as most important, with 88 percent of respondents agreeing that it should always be a part of the perk package. Next in line was a tie between prescription drug coverage and 401K/retirement plans at 72 percent, followed by auto insurance and dental insurance (both 68 percent), home insurance (62 percent), life insurance (57 percent), vision care (51 percent) and long-term and short-term disability insurance (45 percent and 43 percent, respectively).
Beyond what we would consider “traditional” benefits, there were certain perks that were also of high interest to employees. For example, 75 percent of survey respondents said that they would be more likely to accept a job with a new employer if they offered flex-hours (shifting workday hours as necessary) and 74 percent indicated that this perk would make them more loyal to their current employer.
Similarly, the ability to work from home/in remote locations would make a new job more attractive to 64 percent of employees and make 66 percent of employees more loyal to their current company. This desire to have so-called “benefit experiences” reflects a growing need among employees for companies to “respect their personal lives and family structures,” according to the report findings.
Businesses are also placing increased stock in benefits. Specifically, 80 percent suggest that benefits can increase employee satisfaction, which is an increase from 77 percent in the year-earlier survey, 80 percent suggested the can increase employee productivity, up from 78 percent, 78 percent suggested it could increase employee loyalty, up from 76 percent; and 73 percent said it could attract new talent to the business, up from 71 percent.
Do you think these findings reflect the benefit needs of your company? Abel HR’s benefits experts can help you amend and entertain new benefit options based on your employee’s needs and wants. Connect with them at 800-400-1968 or email@example.com.
A Professional Employer Organization (PEO) can help you find a great candidate, how to set your new hire up for success, and how you can intervene early to try and save a flailing employee. But what if these efforts fall short – they can’t bring their skills up to snuff and you can’t help them get there? Sadly, it’s now time to talk termination. A PEO can help the parting of ways go a little easier. Below are six ways a PEO can be by your side to make the whole process effective, legal (because there’s plenty of places for pitfalls),
You spent months looking for the perfect candidate with your offsite human resources experts at a Professional Employer Organization (PEO) like Abel HR. Together, you reviewed resumes, conducted interviews, and even extended an offer or two. Finally, you landed someone you and your company were excited about. However, the person who showed up for their first day of work – or even weeks of work – is not at all like the bright, motivated, charismatic person who wowed you during the interview process. Making one hiring mishap a year can have a significant financial impact. Replacing an employee in a mid-range position (earning