Neumaier said no matter how confident an employer is in the quality of its offerings, communication of those strategies factors heavily into employee satisfaction. “It’s not only communication, it’s how you communicate,” he said. “It’s developing a yearlong communication strategy tomake sure employees are engaged and understand what the employer is offering.”
and 51 percent are expecting significant headcount increases over the next two years,” he said. Seventy-nine percent of Michigan respondents said they are confident they are offering competitive benefits and compensation, which is higher than the national rate of 71 percent. InWestMichigan, 68 percent of respondents said they are confident their benefits are competitive.
to people, and the same 33 percent offer community engagement opportunities,” Hirn said. Community engagement events might include 5K fundraisers, food drives or charity auctions. Noting a nationwide movement to control health costs, Hirn said 35 percent of West Michigan employers now offer telemedicine, and 14 percent offer cost-transparency resources and other health care decision tools for employees. But, one-third ormore of employers nationwide use telemedicine, cost-transparency tools and health care decision support for employees. The majority of Michigan employers (68 percent) said they use benchmarking information when planning benefits, and 67 percent use it in planning for compensation, whereas inWestMichigan, 44 percent used benchmarking data in planning for benefits, and 56 percent used it in planning compensation. West Michigan employers reported a weakness in the area of employee training programs — especially for entry-level workers. “Fifty-eight percent said they don’t think they offer enough training and development for employees,” Hirn said. “This gets to the presence of millennials, who place a high valueon training, benefits and a career path.” John Neumaier, Great Lakes regional president for Gallagher’s benefits and HR consulting division, said as employers nationwide continue to project revenue growth, the need for talent increases, making retention strategies continually relevant. “Sixty-five percent of employers nationally expect an increase in revenue next year,
Survey Highlights Survey sample size: West Michigan: 28 , Michigan: 144 , U.S.: 4,226 Employers who think benefits/compensation are important differentiators: West Michigan: 71% ; Michigan: 54% ; U.S.: 50% Annual employee turnover rates of 15% or more: West Michigan: 8% ; Michigan: 18% ; U.S.: 33% Employers with volunteer/community engagement offerings: West Michigan: 33% ; U.S.: 27% * Employers with social well-being strategies: West Michigan: 17% ; U.S.: 18% * Employers that offer wellness program through health plan vendor: West Michigan: 17% ; U.S. 16% * Employers that offer wellness program through outsourced vendor: West Michigan, none ; U.S., 14% * Employers that offer in-house wellness plan: West Michigan: 83% , U.S.: no data included * Employers that offer telemedicine/ other health care decision support: West Michigan: 35%/14% ; U.S.: 33% altogether * Employers who use benchmarking data in planning benefits/compensation: West Michigan: 44%/56% ; Michigan: 68%/67% ; U.S.: 59% combined Respondents who are confident in benefits/compensation offerings: West Michigan: 68% ; Michigan: 79% ; U.S.: 71% *Michigan data not available Source: Arthur J. Gallagher & Co.
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TALENT BATTLE
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