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Casual Articles - Employee Retention or Employee Turnover - You Decide!
There are many ways to get a deal these days, but before you give in to the temptation to jump on board thinking you are saving a lot of money, consider things in perspective. If someone walked up to you wearing a trench coat offering a deal on an expensive watch, your instincts would tell you it is most likely stolen. If you bought it anyway, you would be just as guilty as the thief.When you are dealing with the Internet, the guys in trench coats can put up a respectable looking site and make themselves look just like a fine jeweler. If their prices are about the same as everyone else, then it may be harder to spot the frauds. When they are offering an incredible deal, consider it not worth the risk.To make matters worse, endorsements from respectable sources might not even be enough. As I wrote this article, the graphic design industry had just made a discovery, and they were rightfully outraged. The law is on their side too, so in the near future, many unsuspecting businesses are likely to find themselves faced with expensive lawsuits.A major online logo provider seemed at first to be just an annoyance to respectable graphic designers who create logos for businesses. The company offers logos for rates that should make anyone suspicious, but they managed to get some endorsements
Therefore, many employers are turning to Voluntary Benefits to provide more VALUE! But, Voluntary Benefits are just what they say they are!
Voluntary benefits are FIRST voluntary to the employer who takes the time to find out what kinds are available, decides which ones best suit his or her company's objectives, and then VOLUNTARILY decides to make them available to their employees.
Voluntary benefits are THEN voluntary to the employees, who can pick and choose among the choices offered, based on his or her personal needs.
Oh, and ONE OTHER IMPORTANT CONSIDERATION: It is painfully obvious that losing good people is a very expensive reality. However, Voluntary Benefits are usually paid 100% by the employee! And, they will still love you for it!
In addition, most voluntary plans qualify for "pre-tax" treatment under Section 125 (Cafeteria Plans). This is an opportunity for a company to save a significant amount on "payroll taxes."
Under this scenario, both the EMPLOYEE AND EMPLOYER save money. A WIN, WIN for sure!
What is best to offer: PORTABLE Voluntary Benefits…or GROUP Voluntary Benefits?
The answer lies in what the employer wants to accomplish! If the company already has
THE GOLDEN RULE, do you believe in applying it to your cattle deals? And if not do you sleep well at night?I believe it may be the origin of or relates to the true meaning of what our forefathers had reference to when they came up with the idea of what is referred to as a HAND SHAKE CATTLE DEAL. Have you applied it to your cattle deals? If not, I challenge you to give it a try; it has worked for many others.The golden rule is endorsed in most all regions of the world. And for many centuries the idea has been influential among people of very diverse cultures. These facts suggest that the golden rule may be an important moral truth.The golden rule is best interpreted as saying: Treat others only in ways that you are willing to be treated in the same exact situation. To apply it, you should imagine yourself in the exact place of the other person on the receiving end of the action. If you act in a given way toward another, and yet are unwilling to be treated that way in the same circumstances, then you violate the rule.To apply the golden rule adequately, we need knowledge and imagination. We need to know what effect our actions have on the lives of others. And we need to be able to imagine ourselves, vividly and accurately, in the other person's place on the receiving end of t
Think back...a long time ago…when you had an open mind!
What attracted you to your first job? Maybe you were still living at home and just wanted to make a few extra bucks? Later, when you graduated from High School or College your goals had probably changed. Money was certainly important, but what about those extra "perks" offered by your new employer—enticing weren't they? Maybe you were impressed with being offered all kinds of benefits, from health insurance to a 401k, group life to disability insurance, and even birthdays to vacations days.
Perhaps your needs changed as you transitioned from a single person through raising a family. I am sure you have heard the old saying, "The more things change, the more they stay the same."
That is certainly true when it comes to basic needs!
Today, you may BE the Employer or maybe the Human Resource Manager. Either way, you feel the weight placed upon your shoulders to provide benefits to your employees, to help them feel appreciated, and hopefully somewhat secure. After all, they need you, and you need them.
With today's high costs of providing health benefits, more and more employers are finding it necessary to "re-think" how to tackle this difficult situation.
What's a company to do?
Employers from virtually every industry are asking themselves:
- Do we cut back on the health benefits we offer?
- Do we raise deductibles and/or co-pays?
- Do we transfer more risk and/or costs to our people?
- Do we offer benefits based on employee "class?"
- Do we eliminate health benefits altogether?
Many employers have already made some of these changes, if not all of them, or they are possibly contemplating doing so at some future date.
However, REDUCING BENEFITS, or NOT PROVIDING THEM AT ALL, even for some of their staff, can have a detrimental effect on ALL THREE MAJOR BUSINESS GOALS:
- Increasing Revenues
- Decreasing Expenses
- Increasing Efficiency
Making decisions that could have a negative effect on their overall profitability makes many business owners very nervous indeed!
Can a company actually CONTROL the rising costs of Major Medical coverage?
It is no surprise to most companies that rate increases in the double digits are not at all uncommon these days. These rates reflect the "experience" of the group. Higher "utilization" of the plan often translates into much higher premiums at renewal.
No wonder so many companies are being forced to "re-evaluate" their options!
However, there is a new generation of Voluntary Benefit plans, commonly called "gap" coverage that allows a company to increase their deductible, resulting in a significant reduction in premium. This plan is designed to "match" the changes in the major medical plan.
They then "add" the voluntary gap plan to the "front end" of their benefit plan to cover most of the new "exposure" to the employee. This plan can cover most of the expenses that would have been covered by the "old" major medical plan, up to the new deductible. The result: The TOTAL premium for both plans COMBINED can cost an employer from 10% to 20% LESS THAN THEIR PREVIOUS PREMIUM! Lower premiums—with no significant reduction in benefits! It is almost like having your cake and eating it, too.
It is a simple mathematical calculation. Check it out, and let the numbers do the talking!
There is ANOTHER MAJOR BENEFIT to making this move: Much of the "front end" exposure is absorbed by the gap plan, and does not show up in the major medical experience. Renewal premiums, then, often drop to single digits. So, the company not only saves premium dollars immediately, but possibly for years to come! Pretty cool.
This can have a positive effect on turnover, primarily for those employees that are already on the major medical plan, in other words, the more "highly" compensated.
BUT, most employers' turnover problems come from the "lesser" compensated! This includes those who are NOT QUALIFIED to participate, or CANNOT participate because they simply cannot afford it.
What is the root cause of Turnover?
I do not have to tell you how employee morale can affect a company's bottom line. I am sure you see it in your everyday life.
Have you ever noticed that when you go out to your favorite restaurant, you can almost "sense" the morale of your server by their very attitude and the quality of the service you receive? There is probably a very strong correlation between that restaurant's benefit program and the server's job satisfaction—and it shows up right at your table!
Don't get me wrong—I'm not picking on food service—it's just a little more "visible" there. It also shows up with customer service personnel, sales people, line workers, fork lift operators, and, oh yes, it even shows up in break rooms! The truth is: It shows up EVERYWHERE—INCLUDING a company's BOTTOM LINE!
It's very simple: Satisfied employees stay. The others go.
What is the actual cost of Turnover anyway? And why should I care?
In every study I have researched, and information I have received from some of the most experienced and respected human resource managers anywhere, the answer is the same:
VERY EXPENSIVE!
It seems that the number STARTS at $3,500, at a minimum, to replace ONE $8.00 per hour employee! That's almost THREE MONTHS WAGES SPENT—for just one lost employee! The cost goes up exponentially for the more highly compensated people. This includes advertising for the job opening, interviews, screening, training the new hire…Oh, you know the rest.
Therefore, many employers are turning to Voluntary Benefits to provide more VALUE! But, Voluntary Benefits are just what they say they are!
Voluntary benefits are FIRST voluntary to the employer who takes the time to find out what kinds are available, decides which ones best suit his or her company's objectives, and then VOLUNTARILY decides to make them available to their employees.
Voluntary benefits are THEN voluntary to the employees, who can pick and choose among the choices offered, based on his or her personal needs.
Oh, and ONE OTHER IMPORTANT CONSIDERATION: It is painfully obvious that losing good people is a very expensive reality. However, Voluntary Benefits are usually paid 100% by the employee! And, they will still love you for it!
In addition, most voluntary plans qualify for "pre-tax" treatment under Section 125 (Cafeteria Plans). This is an opportunity for a company to save a significant amount on "payroll taxes."
Under this scenario, both the EMPLOYEE AND EMPLOYER save money. A WIN, WIN for sure!
What is best to offer: PORTABLE Voluntary Benefits…or GROUP Voluntary Benefits?
The answer lies in what the employer wants to accomplish! If the company already has a
I was taught repeatedly in my sales training that if you don't ask for the sale, you won't get it. I have turned this lesson into a life philosophy, and I get what I want most of the time.You have a lot of personal power, whether you know it and exercise it or not. Let's look at an example.Let's assume you have a business plan for 2006 and your marketing plan includes publishing an email newsletter, then putting the articles online at free article databases, networking at 3 groups regularly and advertising in 2 specific publications. You have a pretty good idea of how much these strategies will cost and what kind of return to expect.You get a call from a really good web designer/developer asking to critique and revise your website. If you have the money, your site really needs it and you trust this person to do a great job, you might just say yes. However, if this is not in your budget, and your website is not a critical component of your marketing, what do you do? You don't want to offend, but you don't want to do it.Here's your script: "Thank you so much for your offer, Susan, but it's just not in my plan for 2006. You may be right and I probably could use an upgrade, but it's not going to happen this year."Being able to say no when you want gives you the po
- Do we cut back on the health benefits we offer?
- Do we raise deductibles and/or co-pays?
- Do we transfer more risk and/or costs to our people?
- Do we offer benefits based on employee "class?"
- Do we eliminate health benefits altogether?
Many employers have already made some of these changes, if not all of them, or they are possibly contemplating doing so at some future date.
However, REDUCING BENEFITS, or NOT PROVIDING THEM AT ALL, even for some of their staff, can have a detrimental effect on ALL THREE MAJOR BUSINESS GOALS:
- Increasing Revenues
- Decreasing Expenses
- Increasing Efficiency
Making decisions that could have a negative effect on their overall profitability makes many business owners very nervous indeed!
Can a company actually CONTROL the rising costs of Major Medical coverage?
It is no surprise to most companies that rate increases in the double digits are not at all uncommon these days. These rates reflect the "experience" of the group. Higher "utilization" of the plan often translates into much higher premiums at renewal.
No wonder so many companies are being forced to "re-evaluate" their options!
However, there is a new generation of Voluntary Benefit plans, commonly called "gap" coverage that allows a company to increase their deductible, resulting in a significant reduction in premium. This plan is designed to "match" the changes in the major medical plan.
They then "add" the voluntary gap plan to the "front end" of their benefit plan to cover most of the new "exposure" to the employee. This plan can cover most of the expenses that would have been covered by the "old" major medical plan, up to the new deductible. The result: The TOTAL premium for both plans COMBINED can cost an employer from 10% to 20% LESS THAN THEIR PREVIOUS PREMIUM! Lower premiums—with no significant reduction in benefits! It is almost like having your cake and eating it, too.
It is a simple mathematical calculation. Check it out, and let the numbers do the talking!
There is ANOTHER MAJOR BENEFIT to making this move: Much of the "front end" exposure is absorbed by the gap plan, and does not show up in the major medical experience. Renewal premiums, then, often drop to single digits. So, the company not only saves premium dollars immediately, but possibly for years to come! Pretty cool.
This can have a positive effect on turnover, primarily for those employees that are already on the major medical plan, in other words, the more "highly" compensated.
BUT, most employers' turnover problems come from the "lesser" compensated! This includes those who are NOT QUALIFIED to participate, or CANNOT participate because they simply cannot afford it.
What is the root cause of Turnover?
I do not have to tell you how employee morale can affect a company's bottom line. I am sure you see it in your everyday life.
Have you ever noticed that when you go out to your favorite restaurant, you can almost "sense" the morale of your server by their very attitude and the quality of the service you receive? There is probably a very strong correlation between that restaurant's benefit program and the server's job satisfaction—and it shows up right at your table!
Don't get me wrong—I'm not picking on food service—it's just a little more "visible" there. It also shows up with customer service personnel, sales people, line workers, fork lift operators, and, oh yes, it even shows up in break rooms! The truth is: It shows up EVERYWHERE—INCLUDING a company's BOTTOM LINE!
It's very simple: Satisfied employees stay. The others go.
What is the actual cost of Turnover anyway? And why should I care?
In every study I have researched, and information I have received from some of the most experienced and respected human resource managers anywhere, the answer is the same:
VERY EXPENSIVE!
It seems that the number STARTS at $3,500, at a minimum, to replace ONE $8.00 per hour employee! That's almost THREE MONTHS WAGES SPENT—for just one lost employee! The cost goes up exponentially for the more highly compensated people. This includes advertising for the job opening, interviews, screening, training the new hire…Oh, you know the rest.
Therefore, many employers are turning to Voluntary Benefits to provide more VALUE! But, Voluntary Benefits are just what they say they are!
Voluntary benefits are FIRST voluntary to the employer who takes the time to find out what kinds are available, decides which ones best suit his or her company's objectives, and then VOLUNTARILY decides to make them available to their employees.
Voluntary benefits are THEN voluntary to the employees, who can pick and choose among the choices offered, based on his or her personal needs.
Oh, and ONE OTHER IMPORTANT CONSIDERATION: It is painfully obvious that losing good people is a very expensive reality. However, Voluntary Benefits are usually paid 100% by the employee! And, they will still love you for it!
In addition, most voluntary plans qualify for "pre-tax" treatment under Section 125 (Cafeteria Plans). This is an opportunity for a company to save a significant amount on "payroll taxes."
Under this scenario, both the EMPLOYEE AND EMPLOYER save money. A WIN, WIN for sure!
What is best to offer: PORTABLE Voluntary Benefits…or GROUP Voluntary Benefits?
The answer lies in what the employer wants to accomplish! If the company already has
Most job search approaches are Ready! Fire! Aim!Don't do it. Do your company research FIRST.What happens in the real job search world is that most job searchers in the interest of generating a lot of search "activity" will throw a lot of resumes against the wall and see what sticks. Knowing that job search is a numbers game, the thinking is that a certain percentage will fall your way, so why not stack the deck up front and follow up with those that "stick"?Here are two big problems with that thinking:1. Having not done the basic research beforehand, should a call come through for an initial phone screen, you are caught dead in the water if you don't even have any basic knowledge about either the company or the job opportunity. Not only do you look foolish, you're now toast. You've just been ruled out of contention after a 5-minute phone call and your resume has just been thrown on the reject pile as the interviewer moves on to the next candidate to call.2. Your resume is an application for working at this company. If you haven't put any forethought into the reality of this possibility, when are you planning to do so? Waiting until after you have interviewed for this position could put you in a more emotionally vulnerable state. Feeling more desperate
They then "add" the voluntary gap plan to the "front end" of their benefit plan to cover most of the new "exposure" to the employee. This plan can cover most of the expenses that would have been covered by the "old" major medical plan, up to the new deductible. The result: The TOTAL premium for both plans COMBINED can cost an employer from 10% to 20% LESS THAN THEIR PREVIOUS PREMIUM! Lower premiums—with no significant reduction in benefits! It is almost like having your cake and eating it, too.
It is a simple mathematical calculation. Check it out, and let the numbers do the talking!
There is ANOTHER MAJOR BENEFIT to making this move: Much of the "front end" exposure is absorbed by the gap plan, and does not show up in the major medical experience. Renewal premiums, then, often drop to single digits. So, the company not only saves premium dollars immediately, but possibly for years to come! Pretty cool.
This can have a positive effect on turnover, primarily for those employees that are already on the major medical plan, in other words, the more "highly" compensated.
BUT, most employers' turnover problems come from the "lesser" compensated! This includes those who are NOT QUALIFIED to participate, or CANNOT participate because they simply cannot afford it.
What is the root cause of Turnover?
I do not have to tell you how employee morale can affect a company's bottom line. I am sure you see it in your everyday life.
Have you ever noticed that when you go out to your favorite restaurant, you can almost "sense" the morale of your server by their very attitude and the quality of the service you receive? There is probably a very strong correlation between that restaurant's benefit program and the server's job satisfaction—and it shows up right at your table!
Don't get me wrong—I'm not picking on food service—it's just a little more "visible" there. It also shows up with customer service personnel, sales people, line workers, fork lift operators, and, oh yes, it even shows up in break rooms! The truth is: It shows up EVERYWHERE—INCLUDING a company's BOTTOM LINE!
It's very simple: Satisfied employees stay. The others go.
What is the actual cost of Turnover anyway? And why should I care?
In every study I have researched, and information I have received from some of the most experienced and respected human resource managers anywhere, the answer is the same:
VERY EXPENSIVE!
It seems that the number STARTS at $3,500, at a minimum, to replace ONE $8.00 per hour employee! That's almost THREE MONTHS WAGES SPENT—for just one lost employee! The cost goes up exponentially for the more highly compensated people. This includes advertising for the job opening, interviews, screening, training the new hire…Oh, you know the rest.
Therefore, many employers are turning to Voluntary Benefits to provide more VALUE! But, Voluntary Benefits are just what they say they are!
Voluntary benefits are FIRST voluntary to the employer who takes the time to find out what kinds are available, decides which ones best suit his or her company's objectives, and then VOLUNTARILY decides to make them available to their employees.
Voluntary benefits are THEN voluntary to the employees, who can pick and choose among the choices offered, based on his or her personal needs.
Oh, and ONE OTHER IMPORTANT CONSIDERATION: It is painfully obvious that losing good people is a very expensive reality. However, Voluntary Benefits are usually paid 100% by the employee! And, they will still love you for it!
In addition, most voluntary plans qualify for "pre-tax" treatment under Section 125 (Cafeteria Plans). This is an opportunity for a company to save a significant amount on "payroll taxes."
Under this scenario, both the EMPLOYEE AND EMPLOYER save money. A WIN, WIN for sure!
What is best to offer: PORTABLE Voluntary Benefits…or GROUP Voluntary Benefits?
The answer lies in what the employer wants to accomplish! If the company already has
Employers forced out of offices by the Attack on America and employees fearful of future attacks of airplanes or anthrax are using technology to get the job done. Telecommuting, a trend of the past decade is enjoying a revival and presenting a new challenge for both employers and employees. Forced to develop specific guidelines for telecommuters, employers find themselves at a loss on how to manage the distance worker. Employees face the challenge of integrating their professional life into their personal space, often space previously used by family members. More challenging, perhaps, is that not every job, not every worker, is suited for working at home. So regardless of whether working at home is by choice or by necessity, possible negatives can be replaced by positives with good planning and follow-up.While it may be realistic to be concerned about distractions home-based workers face we often overlook the continual distractions from chatty colleagues, time spent looking for misplaced information, and meetings that don’t produce results, that office workers face. Being at home may mean an employee moves laundry from the washer to the dryer while waiting for a document to download, but it can also mean grabbing a cup of yogurt from the fridge instead of taking 40 minutes to go to the caf
What is the root cause of Turnover?
I do not have to tell you how employee morale can affect a company's bottom line. I am sure you see it in your everyday life.
Have you ever noticed that when you go out to your favorite restaurant, you can almost "sense" the morale of your server by their very attitude and the quality of the service you receive? There is probably a very strong correlation between that restaurant's benefit program and the server's job satisfaction—and it shows up right at your table!
Don't get me wrong—I'm not picking on food service—it's just a little more "visible" there. It also shows up with customer service personnel, sales people, line workers, fork lift operators, and, oh yes, it even shows up in break rooms! The truth is: It shows up EVERYWHERE—INCLUDING a company's BOTTOM LINE!
It's very simple: Satisfied employees stay. The others go.
What is the actual cost of Turnover anyway? And why should I care?
In every study I have researched, and information I have received from some of the most experienced and respected human resource managers anywhere, the answer is the same:
VERY EXPENSIVE!
It seems that the number STARTS at $3,500, at a minimum, to replace ONE $8.00 per hour employee! That's almost THREE MONTHS WAGES SPENT—for just one lost employee! The cost goes up exponentially for the more highly compensated people. This includes advertising for the job opening, interviews, screening, training the new hire…Oh, you know the rest.
Therefore, many employers are turning to Voluntary Benefits to provide more VALUE! But, Voluntary Benefits are just what they say they are!
Voluntary benefits are FIRST voluntary to the employer who takes the time to find out what kinds are available, decides which ones best suit his or her company's objectives, and then VOLUNTARILY decides to make them available to their employees.
Voluntary benefits are THEN voluntary to the employees, who can pick and choose among the choices offered, based on his or her personal needs.
Oh, and ONE OTHER IMPORTANT CONSIDERATION: It is painfully obvious that losing good people is a very expensive reality. However, Voluntary Benefits are usually paid 100% by the employee! And, they will still love you for it!
In addition, most voluntary plans qualify for "pre-tax" treatment under Section 125 (Cafeteria Plans). This is an opportunity for a company to save a significant amount on "payroll taxes."
Under this scenario, both the EMPLOYEE AND EMPLOYER save money. A WIN, WIN for sure!
What is best to offer: PORTABLE Voluntary Benefits…or GROUP Voluntary Benefits?
The answer lies in what the employer wants to accomplish! If the company already has
Loss Prevention, Retail Security, Electronic Article Surveillance. These are all terms commonly bandied about while most people do not know what they mean. Loss prevention industry insiders may or may not know the specific definitions of these terms. Many LP professionals say these terms again and again with out truly thinking about what it is they are saying. In order to understand these phrases combined meanings it is useful to take a look at there meaning on a word by word basis.Loss prevention: Loss = The harm or suffering caused by losing something.Prevention = The act of preventing something or impeding something.Retail Security: Retail = The sale of goods or commodities to the public consumers in small quantities.Security = Freedom from risk or danger; State of safety.Electronic Article Surveillance: Electronic = Anything of or involving the controlled conduction of electrons and/or a variety of charge carriers.Article = An individual thing or element of a class; a particular object or item like an article of clothing or food.Surveillance = Close scrutiny or observation of a person or group, particularly
Therefore, many employers are turning to Voluntary Benefits to provide more VALUE! But, Voluntary Benefits are just what they say they are!
Voluntary benefits are FIRST voluntary to the employer who takes the time to find out what kinds are available, decides which ones best suit his or her company's objectives, and then VOLUNTARILY decides to make them available to their employees.
Voluntary benefits are THEN voluntary to the employees, who can pick and choose among the choices offered, based on his or her personal needs.
Oh, and ONE OTHER IMPORTANT CONSIDERATION: It is painfully obvious that losing good people is a very expensive reality. However, Voluntary Benefits are usually paid 100% by the employee! And, they will still love you for it!
In addition, most voluntary plans qualify for "pre-tax" treatment under Section 125 (Cafeteria Plans). This is an opportunity for a company to save a significant amount on "payroll taxes."
Under this scenario, both the EMPLOYEE AND EMPLOYER save money. A WIN, WIN for sure!
What is best to offer: PORTABLE Voluntary Benefits…or GROUP Voluntary Benefits?
The answer lies in what the employer wants to accomplish! If the company already has a "benefits rich" program, portable benefits are just fine—with one caveat: When a company uses ONLY portable voluntary benefits, although they have enhanced their program, they have in reality become a "collection facility" for the insurance company. The employer collects premiums through payroll deduction and forwards them each month to the insurer and, except for the "good will" it generates, doesn't even get compensated for it!
The MOST IMPORTANT POINT on this issue: Once they get the plans you offer, if they can "keep them on their own," what "holds" them to you? Nothing! They can go to work for another company and not lose a thing!
But, YOU still have to spend that $3,500 or more to replace EACH and every one of them!
ON THE OTHER HAND…
If an employer's goal is to ATTRACT and RETAIN GOOD EMPLOYEES (and, after all, that's why you're even reading this, isn't it?) then GROUP VOLUNTARY PLANS ARE THE OBVIOUS CHOICE! Why? Because GROUP plans are NOT PORTABLE (except under some temporary circumstances)!
You want that employee to have a REAL REASON to STAY with your company. This choice becomes the GLUE that accomplishes your mission!
It is OK to have a couple of portable plans mixed in (like permanent life insurance or critical illness plans), but be sure that the most basic plans, like health and disability, are group!
A Real Case in Point…
A close personal friend of mine (I'll call her "Grace") took her daughter to lunch for her birthday about two years ago. You see, Grace is an independent sales person and didn't have access to affordable health insurance. A "pre-existing condition" didn't help matters.
When she entered the restaurant (a major national chain) she saw a sign that read "Join our team. Benefits Day One!" She inquired, picked up an employment application, and applied for a part-time position to get the benefits.
Did she get full major medical? No. They offered a "GROUP voluntary limited benefit plan." It does, however, give her access to doctors, prescription drugs, and other basic health care.
After two years, Grace is still there! She works at her sales job during the day and the restaurant in the evenings. She says she cannot "afford" to leave because of her benefits—and, after all, she says she loves working with the other people there because they always seem to be in a good mood. Do they have good morale? You bet!
In Conclusion:
Quality Group Voluntary Plans are available to any company that is willing to do their homework, seek out advisors they can trust, analyze the programs available in their state, and choose the plans that will work best for them.
These unique business management TOOLS can provide you with the LEVERAGE you need to REDUCE your employee TURNOVER.
Will these suggestions solve 100% of your turnover problem? Of course, not! But, they can certainly put a huge DENT in it! And that dent can show up as a "positive bubble" on your bottom line.
VOLUNTARILY deciding to provide the GLUE that will help your good employees STICK AROUND will not only be APPRECIATED, but also may be highly PROFITABLE!
Will you take advantage of Group Voluntary Benefits? Only you know the answer to that question.
As I said in the beginning—YOU DECIDE!
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