![]() Is your broker offering solutions to keep your claims low? Is your broker earning that commission? What does your current broker provide to keep costs down, and benefits competitive? What value-added offerings is your current broker extending? What claims, and cost savings programs did he/she put in place? Rate increases are driven by demographics, medical inflation, but mostly from claims. With Using our strategic planning technology, it’s more cost effective than ever to put together a competitive mix of medical, ancillary and voluntary products that your workforce wants and needs.Ī typical benefits broker earns 4-6% of your company’s premiums in commissions. ![]() Offering robust benefits does not have to be a strain on your company’s bottom line. If your offerings fail to meet employee expectations, you risk losing top talent to organizations with more competitive benefit options. 78% of workers base their acceptance or rejection of a job offer in part on the benefits package.īenefits are a key driver in recruitment, job satisfaction, and long term employee retention. ![]() Offering quality benefits to your employees can be the difference between hiring top talent and struggling to find employees to fill your payroll. In this guide, you’ll learn key strategies for structuring your employee health benefits, important cost containment strategies your company can implement to reduce your claims and renewal rates, the most desired employee benefits, and the average annual cost for offering top benefits. The Complete Guide to Employee Benefits Introduction
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