We have a client who wants to review their plan data more often. Their current vendor wasn’t willing to make the shift from quarterly to monthly so we reached out to another who was happy to make the change. This adjustment was important to our client and data is important to us. We were more than happy to help.
Like many businesses, we do what we can for our clients because they are important to our success. We listen to their concerns and make every effort to provide them with the best solutions available. Our client wanted to improve their ability to make decisions for their business. We saw the value in this request because we believe in the power of data and the ease it brought for our client.
We need to apply the same attention and care to our employees because our employees are an integral part of the business. As employers, we know how costly it is to lose good clients. But we also have to be aware just how costly it can be to lose good employees. We need to listen to their needs just as much as our clients.
We need to listen more.
To help facilitate open communication we have meetings regularly with our employees to give them the opportunity to discuss their concerns openly. During a recent meeting our employees requested to receive a notification when payroll went through. If we can make phone calls to address our clients’ concerns about increasing the frequency they get their data, we can definitely make a phone call to set up an automatic notification to employees when payroll has been delivered.
Although the request seems like an extra step in the process to some, the notifications were important to this group of employees and because we made the notifications a reality, our employees felt heard. When we focus all of our energy into the needs of our clients, we can easily miss these opportunities to help and take care of our own people.
Knowing what makes your people comfortable, happy, and motivated is a beneficial tool. Employees could have concerns about anything from minor nuisances to difficulties with new software or navigating their benefit options. If they are left feeling unhappy or frustrated with those concerns, they may not have a reason to stay, and without them, we have no business.
When you listen to your people and give them the best experience possible, everyone can win. If we take care of our employees, they will help us take care of our clients.
Implement change based on employee’s concerns.
If gathering employee feedback is not a part of your process, you should begin today. Work with your advisor to incorporate that feedback into your culture with your benefits program, and not just once a year. Several times a year.
More often than not there is something your employees want to learn or change about their benefits. Whether they’re concerned about paid time off, their 401K, or they need more information regarding deductibles or copays for an upcoming health appointment.
Talking with your employees and managers on a one on one basis regularly is a great way to encourage your employees to share their concerns and suggestions. You don’t have to agree with every request, but you want to hear what they have to say. Really hear them. This leadership style also encourages your managers to do the same thing with their employees.
People leave businesses because of people. We need to be aware of that. Listening to your employees’ concerns and addressing them in a timely manner can make a difference in the lives of your employees, both inside and outside of the office.
