Best Benefit Alternatives for Small Businesses

Featured image by Amy Hirschi on Unsplash

Given the lengthy duration of the COVID-19 pandemic, employers are looking for new and innovative ways to keep their employees happy by providing various benefit packages. But finding the right mix is not an easy task, especially for owners of small businesses.

RELATED ARTICLE: MOVING OFFICES DURING A PANDEMIC? IT’S ACTUALLY A GOOD IDEA

Employers have a lot of responsibility on their shoulders right now. With many employees working from home, employers have had to get computer networks set up for those who work at home and plan meetings via Zoom calls. Meanwhile, they must still conduct business and remain profitable.

They are also looking for new and innovative ways to keep their employees happy with paid time off, insurance, and investment benefits. Juggling all these things can be an arduous task, especially for small business owners. They often do not have a lot of time to take care of administrative tasks while keeping customers happy.

Benefits Are Crucial to Employees

Moreover, in light of the COVID-19 pandemic, some employees are taking a closer look at their benefits packages and asking for changes. The benefits employers offer can be critical when attracting and retaining top employees.

According to a recent article on Peoplekeep.com, many small organizations cannot provide big benefit packages, so they must be strategic and offer the benefits that are most crucial to their employees.

RELATED ARTICLE: EDUCATING EMPLOYEES: FOUR WAYS TO ENSURE WORKPLACE GROWTH

Here is a list from a recent study by employment law attorneys Weisberg and Cummings, showing the benefits employees find most important.

• Working remotely: This can be a win/win for everyone. Employees do not have to commute to the office, so they save time. Employers save money on a brick-and-mortar workspace. They can also pursue top talent even if those workers are not located close to the business’s headquarters.
• Healthcare/insurance: This has always been a key benefit, but it is even more critical now with the COVID-19 pandemic.
• Paid time off: These times can be incredibly stressful, so employees need time off to stay fresh, recharged, and be more efficient at their jobs.
• Flex hours: Today parents are dealing with teaching children at home and keeping them occupied during the quarantine. 
• Paid leave: Workers are attracted to companies that offer paid family leave for maternity and paternity time off.
• Shortened work week: Many employees would prefer to work four ten-hour days if it means they can have an extra day off each week.
• Investment opportunities: While this is typically part of a benefits package, investment options are more important than ever. Employees are looking at their long-term investment options and planning more for their future.

It is important to remember, however, not to invest in benefits your employees do not find valuable. Find out what is important to your workforce, and then develop a benefits program that fits their needs. To start and run a business effectively, check out this site for learning essential aspects.

The Importance of Quality Investment Products in Retaining Qualified Personnel

Many companies have offered traditional 401(k) investment plans as part of their benefits package to attract and retain employees. Today, savvy human resource professionals and business owners are looking into other options that may be more attractive to potential employees.

One company offering a wide range of investment products is GOALL (Growth Only Automated Life & Legacy) Program. Their benefits program was developed by financial strategists who believe investment opportunities should earn money, instead of going up and down depending on the market cycle.

The GOALL program provides a sustainable way for companies to invest on behalf of their employees, with a plan that provides advantages over the traditional 401(k) offering.

Here are some benefits of the GOALL program:

• Happy employees, leading to less employee turnover
• Increased profits for employers
• Higher employee retention rates
• More retirement fund options
• No fluctuation due to stock market cycles
• More retirement funds
• Ability to stand out from the company’s competition
• Tax-free retirement funds
• Protection from financial disaster for families
• Money available to the employee due to death, injury, or illness
• Principal investment that keeps working and growing

GOALL Benefit Program vs. Traditional Investment Plans

The GOALL program is designed to help employees with life-altering financial issues. For example, the program can help people purchase their first home, pay medical bills, or pay for college tuition while also creating a strong retirement fund. Unlike traditional 401(k) investment plans, it does not impose penalties for taking money out of the fund before the employee is 59-1/2 years old. Nor does it react to volatile market conditions.

Traditional retirement plans do not enable the employee to take money out without a penalty should they need additional funds due to illness or injury. The GOALL program is designed to be a benefit that will be attractive to top talent. When you compare what GOALL offers compared to traditional investments, you will see the difference.

Retirement Investment Alternatives

Many companies have been waiting for new and better long-term investment options for their employees. In the interim, many began offering products like the ones below, according to Bankrate.com. If employees are trying to save for retirement without a 401k, here are a few alternatives to traditional 401(k) plans:

1. Traditional IRA: Employees can put money in the IRA. Investments can be deducted from taxable income and offer flexibility in investment choices. The maximum annual contribution is $6,000 for those under 50.
2. Roth IRA: A Roth IRA enables the employee to grow money tax-free and withdraw it at retirement tax-free.
3. SEP IRA: This stands for Simplified Employee Pension IRA. Business owners often use this. Contributions can be up to $57,000, or 25% of a person’s income.
4. Solo 401(k): This is for business owners who have no employees. Side gig employees can save 100% of that income up to $19,500. There are some legal rules and paperwork, though, so it is important to know everything about this plan before determining if it is the right fit for you.
5. HSA: Health Saving Accounts are more than just for health care expenses. They can help with high-deductible health plans.

Conclusion

Having a company-sponsored investment plan is a key benefit for most employees. There are many other programs, like the GOALL program, that offer different benefit plans. These plans may better serve valuable employees you want to retain. They can be a key recruiting tool for new employees.

RELATED ARTICLE: THE INS AND OUTS OF INVESTING INTERNATIONALLY