You need to look beyond tra­di­tion­al strate­gies in order to win over your employ­ees. While there is no denial in the fact that employ­ees expect their employ­ers to be a good pay­mas­ter and their offer­ings of fat pay pack­age, it’s not enough to keep them hap­py. When it comes to solv­ing employ­ee engage­ment conun­drums, employ­ee ben­e­fits can be the final piece in the puz­zle. You need an expert by your side to design and imple­ment a busi­ness-spe­cif­ic ben­e­fits strat­e­gy. While look­ing for a con­sul­tant, steer away from self-pro­claimed experts. Make sure they are worth your con­sid­er­a­tion before sign­ing the con­tract agree­ment with your ben­e­fits bro­ker in San Fran­cis­co Coun­ty. How can you achieve this objec­tive? By ask­ing your con­sul­tant the ques­tions we have list­ed below. Let’s have a look at each.

1. What Ser­vices do you Offer?
Before sign­ing the con­tract with your ben­e­fit con­sul­tant, ensure to enquire about the scope and nature of ser­vices they offer. Some ben­e­fit bro­kers in San Fran­cis­co Coun­ty help their clients with just design­ing and imple­ment­ing a health insur­ance plan as com­pared to oth­ers who offer a range of ser­vices that can help their clients link the busi­ness with workman’s com­pen­sa­tion and insur­ance needs. At Arrow Ben­e­fits Group, we con­stant­ly endeav­our to help our clients save more. We don’t just help our clients build up an authen­tic ben­e­fit plan, but also offer a range of com­ple­men­tary HR, admin­is­tra­tion, com­pli­ance, and risk man­age­ment services.

2. Have you Ever Faced Reg­u­la­to­ry Issues?
When you meet your con­sul­tant, be sure to ask them whether they have ever been sued by a client or had a brush with reg­u­la­to­ry author­i­ties in the past. Call your state insur­ance commissioner’s office to check consultant’s record. You may also look for online reviews to cross check the professional’s claims.

3. How will you Com­mu­ni­cate Ben­e­fit Details to Employees?
Com­mu­ni­cat­ing ben­e­fit details to your employ­ees with­in time is nec­es­sary to help them make full use of the pack­age. Your ben­e­fit con­sul­tant must be adept at cre­at­ing com­mu­ni­cat­ing chan­nels for con­ver­sa­tion with your employ­ees. Enquire about the com­mu­ni­ca­tion tools they use. If you are already fac­ing any spe­cif­ic com­mu­ni­ca­tion issues then ask whether your con­sul­tant can come up with a plan to address the prob­lem at hand.

4. Are you an Inde­pen­dent Bro­ker or a Cap­tive Agent?
Inde­pen­dent bro­kers sell solu­tions by mul­ti­ple busi­ness­es and can offer you a wide array of options. On the oth­er hand, cap­tive agents are asso­ci­at­ed with a sin­gle com­pa­ny. These pro­fes­sion­als have access to spe­cif­ic mar­kets such as workman’s com­pen­sa­tion insur­ance for selec­tive busi­ness­es. They are also more capa­ble of respond­ing to a plan change demand in a time­ly manner.

Before hir­ing a ben­e­fit bro­ker do not for­get to ask them these ques­tions. Ensure they are the right fit for your busi­ness and ana­lyze their answers. Irre­spec­tive of your spe­cif­ic needs, we at Arrow Ben­e­fits Group are con­fi­dent about com­ing up with a solu­tion that address­es all your pain points. Talk to our experts at 707–992-3780.