1. LIFE-CHANGING BENEFITS FOR A THRIVING WORKFORCE
Granite State HR Conference
April 19, 2017
LIFE-CHANGING BENEFITS FOR A THRIVING WORKFORCE

2. Principal Colchester, VT
PRESENTERS
Sena Meilleur
Principal Colchester, VT
Kevin O’Connor
Managing Principal
Needham, MA

3. LIFE-CHANGING BENEFITS: TWO STORIES

4. Enjoys hunting, fishing, helping dad with sugaring
SCOTT*
19 Years Old
Senior in High School
Enjoys hunting, fishing, helping dad with sugaring
Dad works in a manufacturing plant
Scott is covered on Dad’s health insurance plan
*not his real name

8. SCOTT
SCOTT’S DAD
Emergency Room
Paid Time Off
Intensive Care
Employee Assistance Program
Inpatient Stay
Inpatient Rehab
Health Savings Account
Home Care
Health Care Advocate
Outpatient Rehab
Durable Medical Equipment
Physical Therapy
Speech Therapy
Mental Health Counseling

9. Married with two kids, ages 2 and 5
MAGGIE*
32 Years Old
Graphic Designer
Married with two kids, ages 2 and 5
Loves to hike with her family and dog
Her employer offers the following benefits: medical, dental, life, vision, short term disability.
*not her real name

12. MAGGIE
MAGGIE’S HUSBAND
Health Plan
Paid Time Off
Prescription Drugs
Employee Assistance Program
Physical Therapy
Durable Medical Equipment
Child Care
Disability Benefit: Short Term Loss of Earnings
Disability Benefit: Long Term Loss of Earnings

13. HOW DO WE BUILD LIFE-CHANGING BENEFITS FOR HAPPY, HEALTHY EMPLOYEES?

14. Three Key Steps:
1.) Employee Benefits As Part of the Larger Corporate Strategy
2.) Employee Health and Wellness Requires a Holistic Approach
3.)Strong Communication Is Key

15. Setting the Stage
An estimated 10,000 baby boomers are retiring every day, with a fewer number of Millennials entering the workforce, creating a vacuum (Benefits Pro Magazine)
According to MetLife:
57% of employees would stay with their employer if their benefits improved. 
78% of workers say the benefits package is crucial to their decision to accept or reject a job. 

16. 1. Employee Benefits As Part of the Larger Corporate Strategy
Senior Management buy in is imperative (i.e. top-down approach)
Collective agreement of benefit strategy: Does your C-Suite view benefits as a Morale Boost or a complete hassle?
C-Suite needs to be aligned
Truth is, either strategy can be engaged corporately
How transparent is your business to employees
About strategy?
Corporate Commitment to benefits?
Pricing and cost shares?
If benefits are viewed as a competitive advantage to working at your company, shout it from the rooftops!

17. 2. Employee Health and Wellness Requires a Holistic Approach
Conduct a demographic analysis of their covered employees.
Who are they?
Age ranges?
Singles, families, or a combination thereof?
Generations?
Different employees will have different challenges
Provide options/choices to support different employees’ needs

18. MILLENNIALS
GENERATION X
BABY BOOMERS

19. Emerging Benefits
Tuition Assistance / Student Loan Repayment Assistance
TeleHealth
Pet Insurance
Group Legal
Financial Wellness – personal finance as well as Medicare education
Identity Theft

20. 3. Strong Communication Is Key
First, understand the most impactful communication medium
Paper? Mailers to home?
Bulletins in breakroom? s?
Online Enrollment / Employer Portal?
Communication Campaigns
Quarterly or Bi-Annual note from the top
Wellness, and how often
Tips and techniques on getting the most from their carrier (fitness, teladoc, how to register with their carrier, etc.
Employee Surveys – do you know that your employees even want? What they value? And, what they don’t?

21. TAKEAWAYS: Benefits are not ‘one size fits all’
Need to be part of your strategic plan
Communication is KEY

22. QUESTIONS/DISCUSSION