Shifting from Employee Engagement to Employee Experience

When it comes to the busy workplace, it is not uncommon for employees to get bogged down in their daily tasks and overlook several key elements surrounding their healthcare and personal needs. Fortunately, there are ways to gather all your eggs in one basket and alleviate stress and surprise.

In this installment of CenterStage, Tonya Bahr, a benefits advisor at Hierl Insurance, Inc., weighs in on three key things employers and HR professionals should keep in mind when establishing their agenda:

  • Offering employees an experience when it comes to their benefits
  • How to sweeten your current coverage options to attract new talent
  • How to control the mental well-being of your employees

How Does Investing in Employee Experience vs Employee Engagement Offer a Leg-Up on Competition?

If customer experience is the total of all interactions that customers will have with your company, then employee experience is your workforce’s relationship with your business. This encompasses all interactions they will have with you, from their potential recruit to their final days as an employee. A happier workforce is just the tip of the iceberg when it comes to the benefits of embracing employee experience rather than simply engaging or “urging” them to comply with the standard company operating procedures. Tonya noted employees forget their benefits if they have not utilized them in a while.

A survey from Gallup discovered 87% of employees worldwide are not engaged, but companies with high engagement outperform their competitors by 147% in earnings per share (HR Exchange Survey). As a result, companies that are looking to gain an edge on the competition should consider the importance of their employees when it comes to getting ahead. For those looking for a place to start, Tonya recommended the following:

About Your Expert:

Tonya has a passion for educating business owners and employees on benefit options, helping them make decisions that best fit their personal and financial objectives.

Tonya Bahr,
Benefits Advisor

01. Creating A Dialogue

Improving employee experience is a two-way conversation – it requires the need to listen to your people and have that conversation regularly. Companies need to look beyond outdated practices and toward annual surveys in favor of creating a community and having regular ongoing dialogue that drives the kind of engagement that employees want.

Gathering employees and visiting topics such as the utilization of telehealth and discounted urgent care visits are two ways to get employees talking. This not only provides the open feedback that thrives within a strong work environment but also triggers other employees to explore their plans and see if they receive the same options.

Sparking conversation within your company will additionally encourage employees to shop around for lower cost alternatives to hospital and doctor visits. Unlike buying a new car or searching for a new TV to purchase, Tonya noted employers and employees just aren’t doing their homework for the best options available – ultimately costing them in unnecessary expenses.

02. Go Beyond the “Feel Good” Offerings

Perks such as gym memberships and free lunches have become common practice for companies looking to brand themselves as a great employer. However, it is important to understand these tactics aren’t the answer when it comes to employee experience but rather an engagement strategy. Modern employees want to work in a great environment and want to know their contributions are valued through benefit offerings like discounted healthcare.

For anyone looking to unlock the power of employee engagement through benefits, the time to act is now. With the number of companies catching on to the importance of customer experience, it will not only help you gain an edge on your competition but make your company a favorable place to work – the definition of a ‘win-win’.

Why Hierl?

At Hierl Insurance, we love what we do, and this includes a partnership with you in mind. We understand the demands of each client are unique, so we craft your options to fit your business perfectly, creating a different story for each client.

We believe it is okay to like your experts, such as Tonya Bahr, who is standing by waiting to greet you with a warm welcome. Together, we can devise a blueprint to turn your company’s dreams into reality.

To speak with Tonya, contact her today at (920) 921-5921 or by email at tbahr@hierl.com.


Agriculture Risk Advisor: September/October 2018

3 Tips For Hiring Farm Labor

With some farmers struggling to find reliable farm labor, it is important to invest some thought in the hiring process. Here are some tips for finding the right help:

  1. Examine your needs. You might have a general idea in your head of what work needs to be done, but it’s best to be specific. Narrow down broad processes into specific jobs so you can determine how much help you truly need.
  2. Think about desired traits. Do you need someone to fill a temporary need, or are you hoping that person can go on to fill a managerial role? You’ll have to determine whether people skills are more important than manual labor or machinery skills, and list those traits in your job description.
  3. Consider hiring for a trial period. If you’re hesitant about a candidate but need immediate help, consider hiring them for a short-term trial period. This saves you from high employee turnover while buying you time to recognize your needs. It allows both you and the worker to communicate any frustrations and expectations after the trial period before considering whether the working relationship is worth investing in long term.

Newsletter Provided by: Hierl's Property & Casualty Experts

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Rise Of Robotics In Farming

Producers are increasingly considering using farming robots to replace human workers who either can’t or aren’t interested in picking crops. Agriculture is a prime market for robotics since it is less regulated than other industries.

Robots Needed To Fill Unwanted Jobs

Farming’s labor crunch is a global problem, and industry experts expect things to get worse in the years to come. Produce growers are struggling to man the fields, and higher wages aren’t persuading people to perform the physically demanding tasks.

According to the Department of Labor, the 2017 median pay for an agricultural worker was $11.41 per hour. In California, farm wages can top $20 per hour. But this is still not enough to attract laborers at a sufficient level.

Advances In Farming Technology

Driscoll’s, one of America’s largest produce distributors, has been testing a robot made by Harvest CROO Robotics, a Florida-based startup. The robot is capable of covering 8 acres in a single day and replacing a team of more than 30 human pickers.

Another emerging farming technology is a “no-touch” vineyard developed by researchers at UC Davis, which waters vines and picks fruit while improving yields, quality and costs. It costs about 7 cents in labor per vine to manage the touchless vineyard, compared to $1 per vine in a conventional vineyard.

Although robotics isn’t expected to steal all of the farming labor jobs, experts believe it could still be a disruptive technology, requiring a change in the way traditional growers operate.


Construction Risk Advisor - August 2018

SUCCESSFULLY DEPLOYING NEW TECHNOLOGY

Choosing new technology can be difficult for construction companies. It is easy to get caught up in the wow factor of technology and lose sight of what you’re hoping it will improve. Without a plan in place for deployment, you may be wasting your investment.

Before seeking out new technology, consider ways you can improve your processes. After improving your processes, you can identify gaps that new technology can address. No amount of technology will help if your processes are what need to be fixed.

There’s strength in numbers, so involve key employees early in the process. This is also a good time to identify potential leaders within your organization.

In fact, a recent McKinsey & Company study found that companies that invest in developing leaders during an organizational transformation are about two-and-a-half times more likely to be successful with their changes than firms that did not make the investment.

Those leaders can become champions for the technology who, in turn, empower the end user and help the technology do what it was intended to do.

Newsletter Provided by: Hierl's Property & Casualty Experts

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HOW TO ATTRACT MORE WOMEN TO CONSTRUCTION

Women only make up 9 percent of the construction workforce, according to the National Association of Women in Construction. That statistic highlights the fact that both parties are missing out on opportunities for a lucrative partnership within the industry.

Despite the lack of gender diversity, women have the potential to earn about 95.7 percent of what men make. Although it isn’t ideal, it beats the nationwide average of 81.1 percent across all industries.

Construction companies also benefit from hiring a gender-diverse workforce, as they’re 46 percent more likely to outperform the industry average, according to the Peterson Institute. But getting women interested in the industry can be a challenge. Here are steps you can take to attract and retain more women:

  • Create an inclusive work culture that values men and women equally.
  • Remove gender-biased words from job descriptions and involve female employees in the recruitment process.
  • Adopt benefits and work policies that promote a work-life balance and are family-friendly.
  • Create a diversity council with representatives from a mix of genders, positions and backgrounds.

Addressing the gender gap is an important step toward encouraging diverse talent to enter the construction industry. For more information on attracting and retaining a diverse workforce, contact Hierl Insurance Inc..