Apr 10, 2018

Benefits Brief: Designing Benefits Programs for a Changing Workforce

For most organizations, attracting and retaining top talent is a top priority – after all, a successful company starts with assembling a team of smart, dedicated employees. Because health and human service organizations are also dealing with the effects of a reduced labor market, designing a benefits package that successfully meets the needs of their target workforce is paramount.

Traditionally, healthcare companies have not had a hard time attracting full-time employees by offering standard benefits such as health insurance, paid time off and 401(k) retirement plans. However, as the workforce skews younger, these organizations will need to reevaluate their benefits strategy to design a package that appeals to millennials. Last year alone, the Society of Human Resource Management found that one-third of employers expanded their benefit package to attract talent.

How can health and human service organizations design a benefits package that aligns with their desired workforce?

To start, healthcare organizations and HR professionals should administer a comprehensive audit of the existing benefits program. Having face-to-face meetings or even distributing an anonymous survey to current employees can help shed light on what type of benefits your target audience actually values. For instance, recent college graduates often prefer an increased salary over enrolling in the company healthcare plan since they are able to stay on a parent’s plan until they are 26 years old.  In addition, companies can consider providing leadership training opportunities. Not only does this equip staff to better perform their job, but continued professional development shows that the company is invested in the personal growth of its employees. Finally, don’t be afraid to think about your benefits package with a fresh perspective. Pet insurance, student loan assistance and paid volunteer time are just a few of the perks businesses are adopting today.

As younger generations begin to enter the workforce, organizations will need to abandon traditional notions of employee benefits and work to meet the evolving expectations of future applicants. By designing a benefits plan that adequately fits the needs of employees, healthcare organizations will not only attract and retain top talent – but also improve their bottom line.

Drew Miller
Employee Benefits Consultant
The Graham Building
Philadelphia, PA, 19102
(215) 701-5406




We’re happy to answer any and all of your questions. Let us help you find coverage solutions that work best for you.
contact us >

Similar posts

Benefits Brief: Reference-Based Pricing

Healthcare costs are one of the largest expenditures for any employer, ranging from 15-20 percent of an employee’s salary. With the cost rising every year – PwC’s Health Research Institute keep reading >

Volume X, Issue 1: Q1 2018

In this issue, Graham Company announces our refreshed branding and new website. Carl Bloomfield and Bette McNee also discuss the important difference between employee satisfaction and employee engagement. SAVE AS keep reading >

Cutting Healthcare Costs: Why Employers Should Consider Referenced-Based Pricing

Whether a small company or a large corporation, healthcare costs are one of the largest expenditures for any employer.  This will undoubtedly continue in 2018, with Mercer’s annual Survey of keep reading >

Volume IX, Issue 1: Q1 2017

In this issue, The Graham Company becomes 100% employee-owned. Our unique culture was established more than five decades ago – it’s what we call the Graham Way. As competitors are consolidating, we’re expanding our team, our offerings and our physical footprint to better serve you. And we want to guarantee that we’ll be able to do that for decades to come.