Designing An Employee Benefits Program

5 min read
Designing An Employee Benefits Program

An employee benefits program is important and costly at the same time. It is one of the heftiest endeavours that an employer has to put money on. But such programs are one of the important channels towards employee engagement in your organisation. The benefits you offer will make or break your employee's decision to work for you.

So, investing in such a program is really vital or you can say it will form an important part of your organisation’s foundation.

As an employer have you ever wondered if your employee benefits program is designed the way you wanted it to be. Or is it optimized enough to provide all the benefits that your employee’s want?

Designing such programs is not easy and requires a hell lot of planning to hit the bull's eye. Benefits program may vary but it usually consists of medical insurance, life insurance, paid time off, educational assistance program and much more. Selection of benefits is a critical component in total compensation cost.

Keeping in mind the employer cost and the benefits provided to employees in recruiting and retaining, employers should have a well thought out benefits plan design. A design that meets both employees needs and employers objectives.

With so much in line, your benefits program should:

  • Have clear goals.

  • Be realistic and meaningful.

  • Be financially stable.

  • Be competitive.

These are the main points that you should keep in mind while coming up with a benefits program. In this article, I will be talking about the steps that you can take to design your employee benefits program and make the best out of it.

STEPS TO BUILD YOUR EMPLOYEE BENEFITS PROGRAM:

1. Having Clear Goals:

Before building a benefits program, the first important step is to identify its objective. This will provide a guide in establishing and designing the benefits program.

This does not result in the list of benefits but rather overviews the objectives that an organisation needs to cover. Factors such as employees in the organisation, location, etc should be considered as well while in the development of the benefits goals.

Having goals will keep you focused and realistic as you choose which benefits to offer.

Also, your key objectives to provide employee benefits will be:

  • Attracting and retaining potential targets.

  • Operating within the allocated budget.

  • Standing out with benefits in the labour market.

  • Benefits that comply with state and national laws.

2. Meaningful Benefits:

The benefits that you will offer has to be those which will really benefit your employees. Knowing what your employee wants is essentially important for designing the program.

You will have a mixture of veteran employees and millennials at your workplace. Keeping that in mind you have to have a basic set of ideas that will be beneficial for both the set of employees and which will go well with their ideologies.

Having so will not only increase your employee’s productivity but they will also be loyal towards your organisation.

3. Conducting Surveys:

Choosing benefits for your employees can be an uphill task and you have to be very specific while finalising the benefits.

The benefits package that you offer will be crucial in achieving the organisation's targets and goals in the long run.

But how do you choose what benefits will be best for your employees? The usual benefits include health insurance, retirement plans, health plan, insurance plans and much more.

Apart from these what more can you offer? To know exactly what employee benefits package you will present in front of them, you can conduct a survey. A survey which will have questions related to all the benefits that your employees want.

After the completion of the survey, you will have the idea of what your employees want and what are their expectations. This way you will be able to have a complete benefits package satisfying everyone’s need.

Furthermore, this will leave a sound impression on your employees that you care for them and you have a stand out company culture.

4. Choosing financially stable benefits:

It is not only the benefits that you choose counts but you also have to look after the money that you will put into. You need to design the program in such a way that the benefits that you will provide fit your budget.

If you are a small organisation, spend what you can afford to, meaning that you won’t be competing with bigger companies. That is totally fine. But it is important to know the benefits that your competitors are offering to their employee’s.

Keeping that in mind you will be able to provide a few of the perks that your competitors are not providing.

Doing so, you might be able to retain your top assets and attract potential candidates as well.

Keep the benefits within your allocated budget and slowly increase it with time. This will be strategic and it will help the stable growth of your finances as well.

5. Picking Optional Benefits:

The rest of the benefits package will be optional or the ones which you will choose for your employees.

Optional benefits can include the following:

  • Having a defined set of retirement benefits or pension plans for your employees. A program where your company helps your employees by making contributions in their savings towards their retirement. Having such a program will not only make you competitive but will also help you become a well-liked company among your employees as well.

  • You can also hand out paid vacation packages to your employees who have done exceptionally well in their particular duties. Because why not? They have put so much effort to complete their work and a few days off from work will be refreshing for your employees as well. Also setting up an example that hard work has its own perks.

  • Sick leave with full reimbursement could be another one of your optional benefits. Doing so, you will not only keep hold of your top assets but you will be able to get back that loyalty from them.

  • Evaluate more benefits like tuition reimbursement, skill development programs, snack station at work, child care subsidies, financial planning, disability insurance, health care facilities and much more.

Make your benefits program efficient and sustain it by improvising with new ideas with every chance you get. To help your employees fully appreciate any optional benefits you provide, give each employee an annual statement of total compensation.

Summing it Up:

You would want a workforce full of employees who are not only productive but enthusiastic and driven towards their work at the same time. To keep every employee happy and satisfied is an impossible feat to achieve.
But you can work on it to some extent if you have a powerful and well-designed employee benefits program.

A program that focuses on everyone’s basic and essential need. This program will not only help you in retaining your current employees but will be more centred in attracting talents from worldwide.

Creating an employee-friendly culture is an essential task that needs much of your attention and effort day in and day out. A culture that your employees can be proud of and a unique one too amongst your competitors.

Work on it, plan it strategically and execute it well because you have put a tremendous amount of time to build it.

  Mrinmoy Rabha is a content writer and digital marketer at Vantage Circle. He is an avid follower of football and passionate about singing. For any related queries, contact editor@vantagecircle.com
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