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Millennials Want Your Investment

If you were to ask a Millennial what is their number one thing they want in a company? They would tell you a great training and development program.

Millennial, Colonial Life, The BeneChoice Companies, Stacia Robinson, insurance, education, community, contribution, employer, employee, benefit, benefits, benefit administration, benefit administrator, life, health, accident, long term disability, workers compensation, planning, The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

Why would this be? Well a Millennial is focusing now just on having a job now but what opportunities will allow them to move upward into leadership roles. Most millennials today are concerned about their contribution to the whole. They do want the skills to make them successful now but they are looking for workplaces that they can be loyal to today and in the future.

 

I opened this with what Millennials want but come to think of it, that is what all generations want. They want to be developed. They want to know that they belong. They want to know that they have something to contribute. They want to know that they have a home in an employer group.

 

When you give employees the space to be innovative it can create a win/win for the employee and the business.

 

Colonial Life did a survey and 78% of all employees report they would stay with their current employer if they knew there was a career path they could follow.

 

  • Have conversations. Development should be discussed annually at every performance evaluation and at every review in between
  • Ask your people what development looks like to them and how they’d like to grow.
  • Let your employees decide what skills to develop.
  • If you can, give them a budget and freedom to choose their own courses – except for underwater basket weaving of course.
  • Tell people what they can work towards – promotions, responsibility, project management
  • Reward people for taking initiative.
  • Ask your team for their suggestions and proposals.

 

Earning their loyalty will not only bring you new and innovative ideas but it will build their trust as well.

 

Highest regards,

 

Stacia

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Create A Great Workspace

In looking at your company, are you creating a great workspace for your team to come to? Most people when asked say “of course” my team and I are.

Now that we have the immediate response out the way, I’ll ask again. Are you really creating a great place to work?

This isn’t about the paint on the walls or the carpet on the floor. Any building can look nice from an aesthetics point of view but what I am referring to is are you creating the right environment from the people point of view.

workplace, Colonial Life, The BeneChoice Companies, Stacia Robinson, insurance, education, community, contribution, employer, employee, benefit, benefits, benefit administration, benefit administrator, life, health, accident, long term disability, workers compensation, planning, The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

The workplace that helps employees thrive is one that is respectful of every. People communicate openly, honestly and they function from a place on integrity. Everyone is just happier and more productive.

HALT. You are thinking that this doesn’t exist. It does. You must create it and get others to buy into it.

A good workplace starts at the top. If you want others to work as a team, you must be the leader that is a team player. Leading by example is the most effective way to transform a work environment.

Have some fun! Sometimes work can just be so serious. What if you chilled out a little bit more. Others might chill as well. Celebrate birthdays, dress up for the holidays, run an occasional competition.

The other thing that must be mentioned is be aware of bullying. 27% of workers have a current or past direct experience with abusive conduct at work. Everyone has something to contribute and people want to know they are valued and that their ideas and thoughts will be valued.

You should watch for bullying and your managers should watch for bullying. Take care of the situations at  hand immediately by following the proper chain of actions that your organization has outlined. If they haven’t outlined them, do this immediately.

Highest regards,

 

Stacia

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leadership, Colonial Life, The BeneChoice Companies, Stacia Robinson, insurance, education, community, contribution, employer, employee, benefit, benefits, benefit administration, benefit administrator, life, health, accident, long term disability, workers compensation, planning, The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

Create Good Leadership Within Your Company

My friend in Colorado was a corporate recruiter and she told me that for 14 years, the number one reason people left their positions or even changed companies was because of poor leadership.

 

We are not just talking about the immediate boss, but the leadership team.

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Your day to day interaction at work will primarily be with your co-workers and your immediate boss but there are others who will have an impact on your life with that company.

 

Consider these things:

  1. When your current staff does a good job at something, what does your company do. Do they get a thank you, a pat on the back, recognition? It takes less than a minute to do any of those things, yet the value they bring to the environment is unmeasurable.
  2. When someone makes a mistake, do they get yelled at, taken into a private meeting room, is there a grudge held against that person forever? No one is perfect. At least not where I am from.

 

Managers need to treat their staff with respect, and in turn, employees respect them. Respect breeds trust. Trust keeps people engaged.

 

So how do you fill your company with amazing leaders?

  • Inspire your employees – ask them for their ideas and thoughts on what your company is trying to do.
  • Get on the same page – when employees feel heard and know the big picture, they can see how they can fit in.
  • Celebrate success – not matter now big or how small. Make all success worth celebrating. It is about creating a culture of celebration and success.
  • Learn from the failures. Seek the lesson and then drop it. Forgive and grow together.
  • When your customers are happy, let your staff know that they are part of something bigger than they can possibly see from their desk.

 

Colonial Life says, 73% of people who trust their managers plan to say at their workplace a long time. Which means 27% don’t plan to stick around.

 

Be a good leader no matter if you are the direct boss, a neighboring departmental boss, a director, an executive or even the CEO.

 

Highest regards,

Stacia

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Colonial Life, The BeneChoice Companies, Stacia Robinson, insurance, education, community, contribution, employer, employee, benefit, benefits, benefit administration, benefit administrator, life, health, accident, long term disability, workers compensation, planning, The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

The True Cost of Turnover

If you are in business to stay in business then you must take care of and retain your best team members and continually attract new top performers.

 

So what do you need to do to look after your employees?

 

The simple answer is take care of the people in your employment fold. You want to attract them and keep them.

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According to Colonial life, 65% of employers are experiencing problems attracting top performers and 54% are having difficulting retaining them. So it is clear employer are struggling with retention.

 

When an employee stays with your organization long term, there are some measurable benefits:

  1. You gain from their business experience
  2. You make more money
  3. You save money on recruiting
  4. You save money on training and development
  5. You keep employee morale intact as people are building relationships

 

This handy calculator can show you how much you save when you reduce employee turnover. Consider all that goes into finding your next best top performer. You have to write the ad, run the ad, sort through resumes, interview, check references, do background checks, welcome them on their first day, have other employees cover the work during the process, train them, mentor them and give them time to learn the ropes before they might even make a financial impact.

 

So how do you get employees to stay with you?

 

Maybe you can not give company cars, huge bonuses, etc. That is alright. Employees don’t just care about the money. What they want most is to fit in, feel valued and that they are part of a team. They want to enjoy going to work and they want to know that there is a plan for their future in regards to opportunity, benefits and financial stability.

 

If you are in a situation where you have high turnover, please watch our blogs over the next few months as I’ll be giving you some thoughts on how to make your workplace the place to be.

 

Highest regards,

 

Stacia

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Stop the Headache of Turnover

For myself and many other small businesses, employee turnover is a huge issue.  When you have a small team and on person leave, it leaves a gap in what others have to do to make up the difference or it just not get done at all.

 

This doesn’t even take in the amount of stress it puts on anyone or the cost of replacing them. This shift in responsibility can create productivity issues and lower moral.


So the more we can keep our talent, the better.  The number one thing at the top of the list for why employees leave is money. Pay a solid base pay. This is at the top of the list for both employee attraction and retention.

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So what are the things we can do as employers to keep our top talent?

  1. Be A Good Boss. According to the Society for Human Resources (SHRM), “28% of employees say they would rather have a btetter boss than a $5,000 raise, it’s clear that having a good boss is something that is highly rated by your team.
  2. Provide clear developmental opportunities. Have you ever thought that you were going nowhere in a job? If you have thought that ever, then your team has too.  As an employer it is vital so show your team where they can go – what skills they can grow and contribute, opportunities to serve, and really dial into their heart’s desires.
  3. Create a great place to work.  Think about your idea workplace. Most people seek stimulating projects, organizational and personal well-being, and dedicated teammates. Allowing others to be toxic poisons the whole. Be an employer who is mindful of what is truly happening around you.
  4. Get creative with employee perks. If you don’t have a huge budget, that is is ok. YOu just have to think outside the box and even ask your team what they want. Perhaps they would like to have game consoles, pet to work days (people are gaga about their pets), or even just extra recognition. People will do more for recognition than money somet
  5. Pay attention to employee benefits. According to  SHRM, 63% of employee s say benefits are “very important” which was even ahead of compensation/pay at 61% and job security at 59%.  If you are a small employer that can not afford benefits at the level of a large organization, consider voluntary benefits to your team.


Our team would love to help you see the value in offering a solid employee benefit or voluntary benefit plan to your organization – no matter what the size.

 

Highest regards,

Stacia

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The BeneChoice Companies, workplace, employees, turnover, benefits, insurance, turnover, Stacia Robinson, Montgomery, AL, Colonial

Stop High Turnover With Your Team

Turnover is always a huge issue when it comes to being an employer. Why? Well, life happens. Let’s look deeper than that though. There might be a reason people are not staying with you or your organization long term. It is costly to your organization to have an ongoing turnover problem.

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So let’s look at how to keep your top talent, grow them and in turn, grow your business.

You can keep employees by:

  1. Paying well. Base pay is still at the top of the list for what employees are wanting.
  2. Be a good boss. Not that you ever have the intention to be a terrible boss but what if some of your actions are driving people away? Are you open to ideas of your team? Do you recognize your team for little and big accomplishments? Are you rigid or open and positive? Normally liking your boss has nothing to do with if you would be friends with them outside of work. It has everything to do with trust, respect, encouragement, listening and accountability.
  3. Provide opportunity for your team to develop and grow. People want to be considered for leadership, mentored and their leadership skills developed. That is your job as their leader. If you don’t have the skill, time or resources to do this, you’ll need to spend the money on third-party trainings or seminars.
  4. Ensure your environment is stimulating vs. toxic. No one wants to come to a toxic work place. Energetically it affects everything when you or your team are fostering the right environment and not allowing the wrong one to live. It really stinks when the leader is the toxic one. Take responsibility for your environment, even if it is you causing the discomfort.
  5. Offer perks. This could be as simple as coffee/tea, breakfast, meals, napping room, ability to play games or go on social media during breaks. Make your place of work a place people want to be at.
  6. Benefits! Along with base pay benefits are important. If you are an employer who does not offer benefits, please look into supplemental voluntary benefits or third party perks like mentioned in #5. Chair massages would go a long way with many people and it is very healing.

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Make your place of work a great place to work.

Highest regards,

Stacia

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3 Ways to Draw Millennials to Your Workforce

As millennials begin to make up more than 75% of the U.S. workforce by the year 2025, they are demanding a change in benefits that is changing the workforce as a whole in dramatic ways.

Employers are changing their benefits packages to attract the right people to their available positions.

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Typically, potential employees look at salary and benefit options as the foundation of deciding which employer they should select. With millennials making up a larger and larger portion of the workforce employers are faced with this important question: What are millennials looking for when it comes to their benefits package options? When asked, millennials named flexible employee benefit options, holistic approaches to wellness, and lifestyle options as their top three priorities.

 

1) Flexible Employee Benefits Options

Here is the important message: gone are the days of two options of benefits packages. Millennials do not fit into the cookie-cutter benefits packages. They want / need benefits that will give them options to customize what they actually will use. Many companies are looking at Flexible Benefit Plans as they give employees options to chose from various programs. These flexible benefits options include health insurance, retirement benefits, and reimbursement accounts.

 

2) Holistic Options

Healthy living is no longer a fantasy: people want it and millennials make it a priority more than previous generations. They are continually surrounded by the philosophy that healthy living and anything natural is better than pharmaceuticals. Previously, many health insurance packages did not cover these healthy living options. Now, millennials are drawn to this appeal as a normal lifestyle choice. Millennials want an employer that is also a proactive partner for their health and long term well-being. Employers are looking to fulfill this desire by having work-sponsored club sports, health screenings at the campus clinic, lunch-and-learn healthy eating options etc.

 

3) Lifestyle Options

Work places are needing to understand the needs of people outside of their work environment. Why is that person coming to work? For employees with children, they ,may be looking for child care services and ways to have a discount with daycare costs. Or flexible scheduling options to work around the daycare schedule options and sick days that their child may have. For some people, they go home every day to walk their dogs on their lunch break. Innovative employers are going the extra step to have daycare solutions at the workplace for pets and children.

 

As employers look to offer a full range of package options to potential employees, millennials are saying yes to the available options resulting in a more positive workforce environment.

 

Warmest regards,

Stacia

pay raise, employee, pay, BeneChoice Companies

Ask for Your Pay Raise

Although the pay rate is not the primary motivator for most people, it is the primary reason why people have a job.

Asking for a raise can often feel like an emotional issue. The trick is learning how to leave personal emotions out of the workplace to allow yourself the courage to ask for a raise. Be candid yet focused on the skills and assets you bring to the table.

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We have gathered some tips to help you succeed with staying focused on skills and assets versus having an emotional onslaught.

  1. Employers must look at the last time an employee received a raise to determine when the employee is eligible for another raise. For many companies, a standard is in place of the frequency of compensation increases. Be aware if this is annually, semi-annually, or even quarterly.
  2. Utilize websites such as Salary.com and Glassdoor.com to look at salary levels both internally and externally for people in similar positions. This will provide a base idea on where the position stands overall for compensation compared to other companies. Additionally, compare job responsibilities not only job titles. Every employer will vary as to what title does each task so composure information accordingly.
  3. Other than a salary, your company may offer alternate incentives such as discounts at local merchants, free / reduced tickets to sporting games or concerts, or even access to a gym. Additionally, look at traditional benefits like the employer’s cost for providing health care, dental, vision, life, and / or retirement options. Often times employees overlook these costs, but they are very real from the employers standpoint.
  4. Any leadership contributions you have made to your team overall are assets of yours; utilize them as selling points.
  5. On the opposing side to tip #4, how are you growing your knowledge base of your company / position? Learn about your position deeply and about many alternate positions. Stay in tune with how the company is doing within its industry as well.
  6. Look at your own performance level and evaluate if you are meeting standards or going above. Ensure that you are viewing this from an outside perspective and not judging your work from only your perspective.
  7. Be prepared to listen to your boss during your meeting as well; they will probably have additional insight for you about your performance. They may ask you questions to see where you stand and determine your overall assets for additional projects etc.

Lastly, look at the company as a whole. Is the company able to invest more into your salary at this time or are there possible other factors at play for company expenses currently? Think about what you will do if your proposal is not met, and this may be for reasons out of your control. Additionally, be prepared to not be given an answer during the meeting you have with your boss; they may need to evaluate additional business requests and prioritize them or submit a request to a board / higher management.

Highest regards,

Stacia

 

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Kiristen Draughn: ‘We thought we had a lifetime’

Watch this tear-jerking video about how this family’s life change in a second.

Kiristen Draughn says that her mom, M’Linda, is her role model: a strong independent woman who always wants the best for her children. That hasn’t been easy, though. Kiristen’s dad, Kenneth, died in a boating accident when she was just 4.

Watch the video HERE

Kiristen Draughn: ‘We thought we had a lifetime’