Your staff is one of the most important aspects of your school. For this reason alone, when it comes to your employee benefits, you need to make the right choices and decisions for them.
Often, we choose to make quick, easy decisions in our daily lives and if we apply this technique to our employee benefits we could be doing our staff a major injustice. Yes, the healthcare industry is confusing and complicated but if you don’t focus and prioritize the benefits you offer, you cannot say with confidence that you’re providing the benefits your staff actually requires.
You need to start asking yourself if you really want what is best for your employees. In modern business, there is no acceptable way to answer this question with a simple “No”. However, there is room for uncertainty. If your answer is yes, but you’re unsure how to proceed, you are still headed in the right direction.
Health insurance can be difficult, but your people deserve the effort.
Knowing what’s best.
Currently, employees are bankrupted by health insurance costs. Some are receiving low quality care, they are being sent to collections, and they are confused. All of these concerns equate to a workforce that may have a difficult time focusing on what matters most, the students.
If you really want what’s best for your people, you need to actively try to solve these issues. There’s a call for us to try. Although making changes to your benefits plan is not always easy, you don’t want your people in medical debt. With a poor surgeon or a bad health outcome.
Some key areas to begin your focus are:
- Education. Your employees might not understand how your benefits work, what they are eligible for, or even how to apply. By educating employees about their benefits — new hires and continuously throughout their employment — they will have a better understanding of what’s being offered to them.
- Plan ahead. Set a schedule and assess your timing. Know when to address your benefits plan and address it regularly, especially before renewal season begins. Don’t avoid or delay this process.
- Revenue options. Your spend can do more than you think. By analyzing your data you can gain insight about where your money is going and if you are getting a return on your investment.
- Communicate with your leadership team. They may have concerns that need to be addressed such as employee engagement, retention or absenteeism.
- Communication with your people. Your employees are a reliable source of knowledge, only they can tell you what they need and if the benefits are working for them.
We can argue that some of the best things in life are difficult to achieve. We can also argue that some of the best places to work are those who fight for their employees. We need to support our people, now more than ever. Medical debt is a growing concern in America and your teachers and staff are not immune.
Doing what’s best.
Employee benefits are there to protect your people. They are also a big part of your business’s costs, which should make them a priority to the school. If your plan is not set up to provide the best for your employees, there could be hidden revenue that could be put back into the school in a more meaningful way.
Your staff are crucial to the success of your school board, you need to make sure they are taken care of to the best of your ability. If you need help, or have any questions, don’t hesitate to reach out.
