The first step of our process is actually a step backwards. Rather than the mindless attempt to replicate existing programs, or to add benefits within the confines of the existing budget, it is critical to explore a more fundamental question: What - exactly - are an employer's objectives, and why - exactly - are benefits of any type being offered in the first place?
Having defined the employer's core objectives, action cannot be taken until an appropriate course of action is determined. Our guiding principal during the navigation stage is the question: Can an employee benefit program contribute to the attainment of the objectives enumerated in the Introspection stage and - if so - how?
Both the most carefully considered course of action and clearly defined objectives still require prioritization. We stratify the goals and action items developed during the first two stages during this 3rd step, in order to help ensure a smooth transition to the improvements envisioned in the next stage.
Central to our value proposition is improved cash flow, profitability, and employee morale for our clients. Improvements to these and other areas must be measured on the clients' terms, and those definitions of success are developed during this 4th stage.
In relative terms, cash flow and profitability gains are both easier to help achieve - and to measure - than are upgrades in the underlying employee morale at a company. We utilize an anonymous, internet-based assessment to help gauge existing employee perceptions. Armed with this information, we are uniquely positioned to help anticipate reactions to potential benefit program modifications, and can begin laying the communication groundwork necessary to help attain step 6.
Reconciliation of the seemingly disparate interests of employers and their employees takes time and commitment. Typically, harmony is not fully achieved the first time through the PReACTIVE INSIGHT(sm) process, though employee perceptions do more closely align with the employer reality each time the process is employed. This alignment stage precedes the long-term implications and benefits employed in step 7.
We have recognized that employee morale has actually decreased, while - during the same timeframe - employer contributions to employee benefit programs (measured as either a percentage of revenue or after-tax profit) have actually increased. This has had a profound effect on how we approach employee benefit plan design, and our postulation - now known as the Employee Perquisites Paradox - has helped provide a revolutionary contribution to our profession.
By anonymously measuring employee perceptions and attitudes, our PReACTIVE INSIGHT(sm) process helps leverage existing organizational "cultures", and begins to reverse the effects of the paradox.
We have aggregated our expertise for the financing of health insurance and employee benefit programs with a passion for (and ability to effectively communicate the merits of) free-market economics. By opening an unencumbered line of communication between employers and their employees, we teach both about their respective expectations for an effective employee benefit program. In so doing, we are paving a path to a more affordable health care and employee benefit system - and one that actually satisfies the majority of its participants.
Faster cash flow. Richer profits. Happier employees. You can work to transcend the confines of today's employee benefit arena - with benefEx,
and PReACTIVE INSIGHT(sm).