With the state of health insurance in flux, many employers arewondering what challenges may arise with new legislation. Effortsto repeal and replace the Affordable Care Act continue, while someDemocrats want a “Medicare for All” approach. In the meantime,however, employee benefits remain the responsibility of employers.These benefits are critical to attracting and retaining top talentat an organization. In fact, 80 percent of employees would preferbenefits over a pay raise, according to the 2015Glassdoor Employment Confidence Survey.

Finding the right benefits for your organization is critical torecruit and retain the talent you want at your company. Here arefive ways that employers can create the optimal benefits model fortheir employees and their business:

1. Consider the perspective of your employees. Youremployees want an affordable plan with a variety of optionsavailable to fit their lifestyles. Organizations can leverage datato segment their employee populations by classification, age,location and other demographics and determine what plans will bebest to offer. A one-size-fits-all approach will not lead toemployee satisfaction — you need to address varying needs andtailor your plan to suit your business objectives.

2. Evaluate what’s best for your organization. Beforeimplementing a benefits strategy, consider your company’smission, vision and values. How does your benefits plan align withyour philosophy and how you would like to be perceived as acompany? Your benefits should be a part of a total rewards strategyfor your organization, complementary to compensation and essentialto keeping your employees happy in their jobs. If you haven’talready, you should explore what your competition is doing when itcomes to benefits. You don’t want to lose people to an organizationthat has a better understanding of your employees and what theyneed.

3. Work with a professional benefits advisor. Apartner in the benefits and insurance area can help you develop andidentify critical success factors, the desired state for yourbenefits programs, as well as a gap closure plan to ensure youachieve their goals. Partnership with a consultant who trulyunderstands your organization is critical to success. Your benefitsconsultant should take the time to understand your company and bean integral part of your benefits strategy.

4. Develop a population health management strategy tocurb costs. Creating the optimal benefits model requires adelicate balancing act between what your organization can offer andafford, and what your employees need and are motivated by. Beyondcost, you should evaluate how benefits help your recruitment andretention efforts, as well as how they support healthierlifestyles. Meeting regulatory and legal requirements is obviouslya must.

5. Communicate benefits of the plan to employees.Effective communication is key to building buy-in andemployee satisfaction. Keep your employees informed of trends inthe marketplace and challenges in the industry. Communicateinformation about how employees can use the plan and the value itprovides. Continue the conversation throughout the year, especiallyas any changes occur.

Navigating employee benefits is complex. Finding a plan thatbest suits your organization and its employees doesn’t have to be aheadache — an experienced partner that is aligned with your visioncan help you achieve your goals.