What The Principal 10 Best Companies—2010 Say About...
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Managing benefits in a challenging economy: “The need for the benefits doesn’t go away during a recession.” — Byron Boslou, Chairman and CEO, Farmers Mutual Insurance Company |
The benefits of benefits: “One of the best bangs for your buck is to offer a good, solid benefit package.” — Crystal Williams, Executive Director, American Immigration Lawyers Association |
Employee wellness: “Wellness needs to be a lifestyle attitude rather than an event.” — Jeff Fick, Vice President of Human Resources, RLI |
Managing benefits in a challenging economy
“We were able to identify cost-cutting measures that did not involve our benefits, and we were able to continue to succeed from a business perspective. Our commitment to our employees did not have to be mitigated in any way. They’re responsible for our success, so we feel committed to them mutually.”
— Karen Rhodes, Human Resources Director, Red River Credit Union
“Benefits are critically important in keeping people engaged. If you have folks who are fretting about whether they can afford to take their kid or themselves to the doctor, or if they’re going to have enough financial security to retire, that’s wasted energy.”
— Cleves Delp CEO, The Delp Company
“Just because things are little bit tough right now doesn’t meant that we cut back on benefits. The need for the benefits doesn’t go away during a recession.”
— Byron Boslou, Chairman and CEO, Farmers Mutual Insurance Company of Nebraska
“It’s important to make our employees feel secure. Absorbing the medical plan cost increase was a hit to us, even at six percent. But when your employees are happy and feel secure and appreciative, they’re much more productive. They feel that sense of loyalty from the company, which makes them more loyal in return. And at the end of the day, if your employees are happy, your customers are happy.”
— Pamela Peterson, Director—Human Resources, Davidson Technologies, Inc.
The benefits of benefits
“We’re a relatively small not-for-profit. We can’t compete with the big boys on salary. We have to compete in other ways and be mindful of our members’ money. We think that one of the best bangs for your buck is to offer a good, solid benefit package.”
— Crystal Williams, Executive Director, American Immigration Lawyers Association
“Our benefit package has played a large part in attracting qualified job candidates and, ultimately, the hiring and retention of several of our key employees.”
— John E. Trainer, Jr., Ph.D., President, The Bolles School
“We let employees know throughout the year how rich our benefits are and how much value our benefits hold. They are smart enough that that would be a key factor if they ever leaving here.”
— Christy Scheuerman, Employee Benefits Consultant, The Graham Company
Employee wellness
“We have a clear correlation between participants in our wellness and fitness activities and lower healthcare costs. Those participants’ healthcare costs are lower. It’s been very consistent.”
— Doug Reys, Manager of Compensation & Benefits, Franklin International
“Wellness needs to be a lifestyle attitude rather than an event.”
— Jeff Fick, Vice President of Human Resources, RLI
“We’ve enjoyed very competitive pricing in our annual renewal. Healthcare companies like having us in their portfolio. Our broker told us directly that our wellness program is why we get much better pricing than other clients.”
— Claudia Perkins, Vice President of Human Resources, Clif Bar & Company
