I think they're two things to keep in mind.
Number one, once you give something, it is almost impossible to take it away.
So, what makes perfect sense when you're small may not make sense as you get larger, but
changing it is going to be incredibly difficult.
I think whether you're small or not, what you should look at is what kind of benefits
do you need to offer to attract talent throughout the lifecycle.
Certainly maybe not until you get to 1,000 employees, but certainly from maybe zero to
200, figure out what is competitive in that realm and go for offering something like that.
That's number one.
The second thing is to be careful about making it very generous just for employee only because
when you start out you only have employee onlys, and not taking into account family
type coverage.
Before you know it, your population will start to transition and you will need middle managers,
and you don't want to get caught in a situation where your benefits plan is just not competitive
for those who have families and lose people.
Overall, underpinning all of this is you need to make benefits affordable on the one hand,
but you need to make sure that it's competitive on the other.
So finding that balance at any size would be my advice to founders as they look at setting
up their benefits programs.
Không có nhận xét nào:
Đăng nhận xét