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Let’s say your organization has just completed an overhaul of your employee benefits plan. It’s fairly priced for singles and families. It offers extended leave for new parents or to take care of aging parents. It even provides voluntary benefits, a 401(k) program, and more. How will you use it to win the battle for top talent during the Great Reshuffle? Or perhaps you’ve reduced injuries (and claims) across the company as a result of moving to short training podcasts. You could add these statistics to your recruiting materials, but today that’s not enough. How …

… January 2022 alone.1 This level of turnover is costly to your company both in time and money. It’s time-consuming to recruit and train new employees – not to mention the loss of institutional knowledge and reduction in productivity while positions remain vacant. It is estimated that losing an employee can cost your company six to nine months of that employee’s salary,2 making current employee retention a concern for all industries. To win this battle, you must proactively combat the top factors that cause employees to take other jobs including competitive compensation, better benefits, work/life balance …

… their families coverage for their physical health, but they also desire a package that will cover their emotional, financial, and even digital health. EPIC will develop a customized strategy that meets the needs of your employee demographics while managing medical cost inflation and relieving your HR team to focus on employee recruiting and engagement. Our experienced Employee Benefits team can assist with: Managing escalating pharmacy costs to offer candidates more coverage options Identifying solutions that meet your candidates where they are (remote or hybrid working arrangements, new to the workforce, aging parents, or nearing retirement) Developing professional benefits communications to …