By Thomas Broderick
Voluntary benefits help companies diversify their benefits offerings and tailor them to the talented professionals they want to attract and retain. As companies and employees’ needs change, so can voluntary benefits.
In this article, we’ll discuss some of the most popular benefits that attract top talent, including myKlovr’s affordable college admission-counseling service.
Many traditional benefits (e.g., health insurance) already help both employees and their families. However, as millennials who enjoy voluntary benefits start families, they will want voluntary benefits that help their spouses and children. Employers that offer these benefits can forge a deeper connection with their employees, reducing the odds that those employees will leave for other opportunities.
Voluntary benefits that help families come in many forms:
- Public Transportation Passes
- Employee benefit: Employees who take public transportation have more energy when they arrive at work.
- Family benefit: Spouses and children can save money on travel in their local communities.
- Gym Memberships
- Employee benefit: Employees maintain good health, which saves employers money on health insurance plans.
- Family benefit: Families can bond through physical activities.
- Additional Health Insurance
- Employee and family benefit: Families can save money on unexpected health emergencies.
- Life Insurance Policies
- Employee benefit: Employees, knowing that the policy will take care of their families if the worst should happen, feel higher loyalty toward their employers.
- Family benefit: Families do not have to pay as much for life insurance policies.
Like with all voluntary benefits, employees pay a reduced cost compared to if they had obtained these services on their own. However, when it comes to providing voluntary benefits to employees with children, employers must consider not only how many employees have children, but also those children’s ages. As children age, so do parents’ priorities. Employees with young children may sign up for a life insurance policy, while employees with high school-aged children may desire something different.
That’s where myKlovr comes in.
How myKlovr’s Voluntary Benefit Meet Employers’ Needs
MyKlovr’s revolutionary voluntary benefit provides employers a new and unique way to attract and retain employees with high school-aged children. For a low monthly rate, students can make a custom profile, and after answering a few simple questions, receive individualized college admissions advice.
The system works by helping high school students create a series of academic and extracurricular goals for their freshman-senior years. Parents and other trusted adults (e.g., teachers, counselors) can view these goals at any time and keep track of when and how students complete them.
Students’ myKlovr accounts also boast a portfolio wherein students can curate their best academic achievements (e.g., research papers, projects, awards, etc.). This way, students do not have to rummage through four years’ worth of work when it comes time to write college application essays and ask teachers for recommendations.
To attract and retain the best talent, your company should offer voluntary benefits that positively impact employees and their families’ well-being. Start by researching your employees’ family lives and preferences. And if myKlovr doesn’t meet your employees’ needs at this time, keep us in mind as your employees’ children reach their teenage years.
Your employees – and their families – will thank you.