Not a Member? Get access to HR news and resources that you can trust.
Make sure supervisors know these common justifications for harassment are unacceptable.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Expand your influence and learn how to become an effective leader -- Join us in Phoenix, AZ, October 2-4, 2017.
Workplace benefits are viewed as an important employee retention tool by small businesses. More than half (55 percent) of employers with fewer than 500 employees say benefits play a very important role in employee retention, a top objective, according to the
6th Annual MetLife Study of Employee Benefits Trends.
But many benefits programs are not being used to their full retention potential. According to the MetLife study:
Voluntary benefits cover a variety of insurance products and other services that typically are paid fully by employees through payroll deductions. The range of possibilities is large; examples include auto and home insurance plans, elder care assistance and financial planning advice.
Employers often negotiate lower group rates for these benefits. The discounted premiums or costs, plus the convenience of automatic payroll deductions, can make voluntary benefits an appealing addition to the benefits mix. “Supporting voluntary benefits in the workplace can help address the challenge of expanding the breadth and depth of a benefits program to improve employee satisfaction without adding to the employer’s overall benefits spend,” comments Robert Bucci, vice president, MetLife Institutional Business.
Room for Improvement: Benefits Communications
The MetLife study reveals that small employers proportionally are paying more for benefits than larger competitors, yet their return on that investment is less. "Without the advantage of economies of scale, smaller employers need to be innovative in their benefits implementation, from the inclusion of voluntary benefits, to adding health and wellness programs, to increasing the flexibility of schedules to permit greater work/life balance for employees," advises Bucci.
"Hand in hand with this is improved benefits communications and decision support tools," he adds. "These are essential for helping employees understand their options and gain a greater appreciation of their workplace benefits.”
Small employers and their employees agree that benefits communication is an area that needs improvement:
Stephen Miller is an editor/manager for SHRM Online.
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Join SHRM's exclusive peer-to-peer social network
SHRM’s HR Vendor Directory contains over 3,200 companies
[/_catalogs/masterpage/SHRMCore/Main.master][Title][SHRM Online - Society for Human Resource Management]