1. Your team members are an investment
Employees are typically your largest expense, but they are your most important asset. There are real costs associated with turnover and retraining, as well as the benefits costs you pay to support an unhealthy workforce.
2. An opportunity for change
Explore opportunities to make changes if your program design doesn’t reflect your corporate culture or if it’s not meeting the needs of your team members. For example, consider adding ancillary benefits that focus on flexibility, wellness, diversity, equity, inclusion, and belonging.
3. Review your total rewards strategy
Reviewing your total rewards strategy and benefits program design is important to ensure they match your corporate culture and future focus.
4. Measure your outcomes
It is critical to measure your outcomes versus your desired results. If you are not meeting your targets, then review, refine and redesign.