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Helping You Protect Your Money. Helping You Protect Your Future.
 Everyone wants great employee benefits - it's a huge part of how many modern job-seekers choose one employer over the competitors. But the difficulty lies in the fact that one employee's "perfect" benefit is another employee's "not worth it" option. Pleasing everybody may seem too high a goal to set, but with the right approach, your business really can cater sufficiently to every worker's needs and preferences and walk away with increased productivity and employee satisfaction. How? By customizing your employee benefits offerings. Here are 4 ways to help make that happen: 1. Make Health Insurance Fully Customizable In virtually any survey of workers on which benefit is most important to them, a quality, affordable health insurance policy comes out on top. That's not to say other benefits are unimportant or that health insurance is number one for everyone - but only that it's number one for most people. Allowing participants to choose how much insurance to buy, whether or not to cover immediate family members for an additional (but discounted) premium, and whether they want a high, low, or no deductible plan makes your health insurance offerings much more attractive to a greater number of workers. You may even be able to make arrangements with two or more insurers and still get adequate group rate discounts so employees can even choose which insurer to use. 2. Give Options On Pension Plans You may not want to complicate your pension plan offerings too much, but having at least a plan A, plan B, and maybe plan C option can be well worthwhile. For example, some employees may wish to begin contributions to their pension plan earlier than others. And the percentage of their check they contribute is another point where people will have different preferences. You could even give options as to where the pension funds are invested or as to how early payments can start. 3. Offer Several Investment Options Giving special deals on investment accounts and retirement accounts (aside from pensions) will be exciting to at least some of your staff. But which stripe of investment they prefer is likely to vary considerably. A 401(k), IRA, stock and bond options, CD, and several types of annuities can all be a part of your repertoire. Having a mix of investment-types as to the level of risk and potential reward versus safer, longer-term investments is key. Some prefer a chance at a quick boon, some a safe, long-term approach, and some a marriage of both. 4. Cater To Specific Life Situations Aside from giving greater flexibility on benefits, almost everyone might be interested in, you also need to include some benefits that cater to people in specific "life situations." Good possibilities include student:
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