Trending in Employee Benefits

Trending in Employee Benefits

Attracting the best employees is always at the top of any businesses to do list, keeping those employees is usually a very close second. Employers have long known that employee benefits package makes all the difference in attracting top talent. However, there have always been huge disparities over what exactly those packages should include and which employees should be included in the offer.

Required Benefits

  • Social Security
  • Workers Compensation
  • Unemployment Insurance

Expected Benefits

  • Health Insurance
  • Limited Life Insurance
  • Retirement Plan

These benefits are traditionally included in most packages, and employees have come to expect that they are just there. Employees don’t really think about these benefits unless they are presented with a package that does not have these basic employee benefits. When asked, employees offer up a rather surprising wish list of benefits that may actually save an employer large sums per employee.

10 Most Wanted Employee Benefits:

  1. First Place is actually a tie
    • More Flexible Health Insurance, that includes Vision and Dental – Side Note: the most favored options for more flexible health insurance was actually not a traditional insurance plan at all. Instead, many employees would rather have on-site health care than a traditional insurance plan that they must navigate themselves and use precious sick days and vacation time to use.
    • More Flexible Work Hours, including work where you are options
  2. More Paid Vacation Time
  3. More Paid Sick Days, including Mental Health Days
  4. Student Loan/Tuition Assistance
  5. Paid Maternity and Paternity Leave
  6. Free On Site Fitness/Yoga/Gym Memberships
  7. Free On Site Child Care
  8. Free Drinks and Snacks
  9. Company Wide Retreats and Outings
  10. Team Bonding Events

Based on this Employee made list, it is safe to assume that most workers actually want their employer to offer the things that make them happier, healthier, more productive employees and that keeps them engaged with the workplace as much as possible.

That’s great news for an employer that wants the best out of each person they hire. It also offers up what can seem a daunting challenge to employers. Now it is squarely on the employer’s shoulders to discover and offer strong benefit package options that are far outside the traditional and make these benefits work just as hard for the company as they do for employees.

The time has come to step outside the comfortable standard business practices box. Discover, for example, how an on-site clinic lowers company wide health costs and keeps your employees working by immediately addressing small problems before they become major illnesses while keeping the employee away from their job for minutes or hours, instead of days. The possibilities are endless no matter how big or small a company. Which ones will you institute today to ensure the best employees are at each station of your company?

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Three Ways to Stop Managing and Start Leading

Three Ways to Stop Managing and Start Leading

No one really wants to be seen as “the man” when being referenced by their direct reports. Being “the man” symbolizes a position of power that doesn’t relate to the general team. As many companies are starting to move toward a team based approach to management, here are a few examples of how to stop being seen as a boss and start leading.

Provide Honest Feedback

Managers have the responsibility to be honest with their team’s performance. If a direct report is not meeting expectations, it is important to give them that feedback before their end of year evaluation. It is also unfair to continually dangle a promotion if the person is just not a fit for the desired position. An associate will continue to work for promotion once the opportunity is discussed- and will also grow disgruntled when they have completed all of the “items” that held them back from obtaining the sought after position.

A manager will have issues with one or two people being tardy (or frequent call ins or some other common issue in management). Instead of the manager addressing the issue with the tardy individuals, they instead hold a team meeting. The issue of tardiness is brought up and everyone else knows exactly whom the manager is talking to- except for the one or two punctuality offenders. It is always best to just have the conversation with those that are not meeting expectations.

If your team sees that you are honest with them, they will trust you and your intentions. Does your team trust you?

Never Publically Reprimand

It may seem obvious that the quickest way to disengage a team member is to call them out on something in front of others. Then why do so many managers make this mistake? Recently, a Field Director shared about his frustration with his boss, a partial owner of the company. An hourly employee called the owner to discuss new policy changes implemented by the Field Director. Instead of the owner referring her back to the Field Director, he stated, “I am the boss and that’s not going to happen”. The hourly employee, full of glee, went back to her entire team and gloated that she spoke to the owner and no one had to listen to the Field Director (in so many words). Though the owner believed he was addressing the hourly associate with her concerns, he was actually publicly invalidating the Field Directors position.

It is easy to publicly belittle a member of the team through non-verbal’s as well as spoken word. Are you careful with what you both say and don’t say?

Learn The Roles and Start Leading

No one likes it when their boss tells them what to do, but has no idea what they actually do. In order to be a great leader, it is important to know about each role that you supervise. Though it is unrealistic to know every detail about every role in the organization, it is reasonable to take an interest in each person’s work. This is especially important when you, as the manager, have never worked in your particular industry before. Take an interest in the various roles, learn how they all work together, and people will be happy to tell you about what they do and how it contributes to the greater good of the organization.

Before you delegate the next task, ask yourself this question- Do you know what your team members actually do?

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at http://www.tantamhealth.com

The Forgotten Marketing Tool

The Forgotten Marketing Tool

In a recent interview, Phil Knight, creator and CEO of Nike, said: “We’re a marketing company, and the product is our most important marketing tool.”

Do yourself a favor, and read that statement again, really focus on the meaning of it. Nike, a company who fights only Disney for first place in true marketing genius, believes their product is their most important marketing tool. Not their numerous websites, not their famous ads, not their unbelievable ability to maximize social media of any kind.

NIKE, whose name alone could carry them through years of bad designs with little effect on the bottom line, focuses entirely on making sure their shoes and accessories are always up to par, from their cheapest kids sneaker to their most expensive named basketball shoe, before they worry about their marketing campaigns, commercials, Twitter feeds, or Facebook pages.

The products, the shoes, are their most important marketing tool. This idea is still fairly novel in the marketing world, despite the obvious success of companies like Nike.

What is our product? How focused are we on the quality of our product? Whether we are a restaurants, striving to produce unique food, a manufacturer, aiming to produce durable bikes or a service provider, offering a solution in health and wellness, we all have the same goals

  1. Is our product up to par?
  2. Are we Constantly improving your products and services?
  3. Are we bringing innovation and technology?
  4. Is our customer happy and staying with us (or keeps coming back)?
  5. Lastly, Is our product still your best marketing tool?

When running a company that provides a service in healthcare, wellness, where there are more variables than constants, we need to understand what is our ‘Product’. Most service providers sell solutions and a team that will execute these solutions. So, ultimately our team becomes our absolute essential tool for the success of our ‘product’.

As the years pass and the customer stay with us year after year, the fine line between our the product and team starts to disappear and the customer loyalty starts to rely more on the team and less on the product. This is a crucial time for an organization, as now they have developed the ‘secret sauce’ for their success, their ideal team. Now the word of mouth, basic marketing, sales and other traditional efforts will produce 10X more results.

Unfortunately, we have seen companies’ fall right around this stage, one too many times. Reasons?

  1. CEO/C-execs stop listening to the team that brought them to this success point
  2. Members of upper management start forgetting about the values they started the company and build their solutions and start to focus on $$$ signs
  3. The team frustrations start to impact their work and ultimately the cookie crumbles
  4. When all your focus turns to a plan to attract more customers and the product (your team) is completely forgotten, you get into a ‘point of no return’.

Your team is your best marketing tool, take care of your team!

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Training – An Expense or an Investment?

Training – An Expense or an Investment?

Imagine, you’ve been searching for months for the “right” job opportunity. You finally find something that seems to fit your wants and needs. The company sounds amazing, it seems they take care of their employees, the hours are great, there’s a comprehensive benefits package, they will provide training and the list goes on. You get an interview, you progress through the hiring process, you are chosen! ….and then you start.

On your first day of the job you think, “They are just throwing me to the wolves!” Your manager appointed someone to train you, but there is no plan, there is no structure, there is little meaningful check-in and follow-up.

Is this a situation your new hires are experiencing? If you don’t have a clear and structured training program, that your hiring managers follow, then the answer is yes.

Putting a training/onboarding process in place doesn’t have to be complicated, but many companies see it as an expense rather than an investment. This is absolutely the wrong way to think about it, and there is research to prove it.

Proper onboarding and training programs can set companies up for:

Higher productivity and profit. “Companies that invest $1,500 in training per employee can see an average of 24% more profit than companies who invest less”. See article here.

Happier workforce. “35% of Millennials consider comprehensive training and development programs as the top benefit they would want from a company.” Read more here.

Lower turnover. “According to Canadian tourism and hospitality HR association Go2HR, around 40% of employees who do not receive adequate training end up leaving their post within a year.” The full article and stat can be seen here.

These onboarding and training programs should include:

  1. The basics of how to do their job – create job specific manuals for each role. Make sure to lay out each day, week, month, etc.
  2. Setting of expectations going forward – let workers know what their expectations are immediately, learn what their expectations are for their direct manager, figure out how each individual learns and receives feedback best, set performance goals with the associate.
  3. Regular check-ins with trainer/hiring manager. Hourly, daily, weekly. Figure out what works for the associate and for your program. The hiring manager should always know where their new hires are in their training process.
  4. Follow up, follow up, follow up, and follow up! How is the employee feeling about training? What do they need? It’s not enough to set them up and let them go. Checking back on progress and adjusting as necessary is just as important.
  5. Continued development and training. Training shouldn’t end with the onboarding process. Employees should receive continued education and development. According to Comptia, “58% of employees (62% of Millennials and GenX) say that professional development contributes to their job satisfaction” (CompTia).

As Simon Sinek once said, “Customers will never love a company until the employees love it first.” Keep that in mind if you ever start considering training and employee development an expense rather than an investment. When your people have a clear understanding of what they are doing, feel supported in their role, and appreciated with further development, they will do more for your company than you could have ever imagined.

Written By: Jamie Ozga, CPO at Tantam Health, Inc.

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Do you hire Employees or Associates?

Do you hire Employees or Associates?

I remember working for a company and moving up the ranks pretty quickly. My input was requested in making hiring decisions not only for our company, but also for the clients we served. How exciting was that?! As I referred to the client’s employees as “associates” I was quickly corrected. They were employees, not associates. I took the feedback and nodded my head with understanding. In reality, I didn’t understand. Are they employees or associates, I couldn’t yet articulate what it was. I also started to question which one I was, which one I wanted to be, and what I would accept.

An employee is generally referred to as someone who provides labor to another person or a company. That’s it. So basically, an employee is an individual contributor that seeks a wage in exchange for labor.

An associate, in contrast to an employee, is a person united with another or others in the business. The key work being ‘unity’. When you are working towards a common goal (to complete business) in a unified group there is equality despite the title of each person in the organization.

The difference between being an employee or associate is really about working individually for a wage or working in unison towards a common purpose.

This revelation got me thinking about turnover rates. Do some company’s struggle year over year with retention because they don’t understand their culture? Are they hiring collaborative individuals and sticking them on an assembly line? Are really focused/introverted people being forced into uncomfortable group projects?

Through a lot of my own soul searching, I discovered that I am an associate. I need purpose and want to work with a team that is all striving toward one common goal. As referenced earlier, not everyone needs collaboration to feel engaged. Some people prefer to be an employee- they prefer to work in peace, within their cubby providing quality work to their manager. There is a need for both employees and associates, but there is also a greater need to hire the right one for your organization.

As an organization, it is important to ask yourself this one question before you make your next hire- do you hire employees or associates?

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com

Are Your Clients Stuck With You?

Are Your Clients Stuck With You?

We all know sales & marketing bring new business, but service providers face slightly different challenges. When you are selling services, there are no physical products or even a prototype to show. Although, clients do their due diligence in selecting a service provider and most seek professional help from consultants, there still lies a big risk of ‘will this vendor perform to the standard in which they sold to us?’

This ‘fear’ makes the sales cycle harder and longer, but like every other company who wants to succeed, everyone places their best foot forward and tries to win the business.

A normal sales cycle for a service provider may include the following steps:

  1. Prospecting a lead,
  2. Finding the right lead,
  3. Nurturing that lead,
  4. Connecting with the lead,
  5. Introduction & Initial presentation,
  6. Request for a proposal (depending on the complexity of the industry, this can take days to weeks),
  7. Revisions of the proposal,
  8. Presentation and implementation offerings,
  9. Negotiations and Approval,
  10. Closing the deal.

An incredible amount of work went into winning this business, but what now? Well, for a service provider, the real work starts now. You have to deliver the level of customer service, technology, communication, engagement, utilization and ROI that you promised during the sales and presentation process.

From the client’s perspective, they have trusted you with their investment of time and money. They believe that their lives will be much easier since you are on-board and offering your service, but they become ‘stuck’ when you start to do the following:

  1. Not delivering what you promised,
  2. Not delivering on time,
  3. Not thinking through what is needed before it is needed,
  4. Start losing the people in your team,
  5. Lastly, and the worst of all, start blaming the clients for your weaknesses.

The client brought you on expecting the results that you overpromised and under delivered and are subsequently stuck. Your poor performance directly impacts their image in the industry, their image for their executives, board members and peers.

There are 3 ways to ensure your clients never feel “stuck”:

Don’t promise clients what you know you can’t deliver

If you believe in your services, skills and talent and you can deliver what will make you proud and your clients super happy, there are enough clients looking for just that. Listen to your clients and know what they are looking for before you say ‘yes’ to everything.

Do the damn work

Winning business is half the battle. Delivering the service and continuously offering the best quality service becomes instrumental in winning more new business. Your new business may bring contract renewals and a reference for future business opportunities. Take care of your clients’ needs and it will come back to you in multiples.

Take care of your team

When in the service industry, 99% of the time you are selling your team’s talents, their ability to perform, their commitment to deliver and their dedication to YOUR clients. In other words, your team is your product. Take care of the team!

About Tantam Health

Tantam Health specializes in onsite clinics, worksite clinics and nearsite clinics. Their innovative programs, advanced reporting capabilities, and unique structure of their team allows them to deliver customized solutions that exceed their client’s expectations. The company takes a team-based approach to their worksite healthcare delivery model, adhering to patient-centered medical home (PCMH) guidelines set forth by the NCQA. Learn more at www.tantamhealth.com