An Operational Assessment can uncover retention risks and opportunities.

It is often said that people take jobs because they buy into an organization’s vision, but they leave jobs due to the relationship with their manager.  While vital, these are just two of many key factors that drive performance and retention in a business or a household.  Other key issues have to do with such meaningful factors as how well the work fits with the employee’s unique talents, what types of recognition employees receive for their achievements, what types of policies and administration govern their work, and clarity surrounding the work itself.

An Operational Assessment can not only evaluate what is working and what needs to be addressed in a household, it can also uncover risks and opportunities related to the retention of key staff.

The Key to Retention: Build a Talent-Based Culture

While the media spins a future “War for Talent”, the battle for many employers, including domestic employers, has already begun.  Like corporations, households in which team members are cast in roles that leverage their natural talents and allow them to work alongside others who feel uniquely fit to their positions create a culture that can attract and retain workforces into the future.  Beyond compensation, titles, and brands, it is an attractive culture that lays the foundation for retaining talent.

Q:  Do insurance benefits help families retain their employees?  How does a family go about setting up the insurance portion of the benefits package for their domestic employees?

A: The quick answer is YES.  Insurance is a common reason employees stay with their employer, whether it is in a domestic or commercial setting. 

The first step when setting up your insurance plan is to consider exactly what types of insurance to include in the benefits package and from whom to buy them.  Most people immediately think about medical and dental plans and begin comparing rates. 

I suggest clients think about a “totem pole” of coverages that start with covering the most likely and catastrophic needs and work their way down so they get the greatest potential return from each insurance dollar. 

Then, they should find an agent who is licensed in their state to sell the individual or small group policies they are looking for.