27 Oct Avoiding Common Mistakes When Choosing Group Benefits Plans for Your Company
Offering group benefits plans is one of the most important decisions a business can make. The right plan helps attract top talent, boost retention, and support long-term employee wellness. But rushing into the process—or failing to evaluate all the options—can lead to costly, long-lasting mistakes.
Whether you’re a small business offering benefits for the first time or a growing company reassessing your plan, avoiding common pitfalls is key to building a benefits package that works for everyone.
Involve Your Team: Don’t Skip Employee Feedback
One of the most overlooked mistakes employers make is failing to ask employees what they actually want. Without input, companies risk offering benefits that go unused or unappreciated—wasting both time and money.
Ways to gather and use employee feedback include:
• Anonymous surveys asking about preferred coverage and services
• Focus groups with employees from different departments
• Reviewing usage data from previous plan years
• Tracking participation in wellness or voluntary benefits
• Hosting open forums during enrollment season
This feedback can guide smarter choices that boost satisfaction and participation.
Plan for the Future: Avoid Short-Term Thinking
Many companies choose group benefits plans based only on current needs. But as your workforce grows or evolves, your benefits must keep pace. Failing to plan for future scalability can result in additional costs, employee frustration, or even non-compliance.
Key considerations for future-ready plans:
• Will the plan accommodate part-time or remote workers?
• Are coverage tiers customizable as the team expands?
• Does the plan allow for adding new benefits later?
• Can it scale as your budget or headcount grows?
• Are compliance requirements regularly reviewed?
Choosing a flexible, growth-minded benefits structure saves time and headaches down the line.
What Are the Benefits Offered to Employees?
Employees today can expect a wide range of benefits that go beyond traditional healthcare coverage. Most employers offer a core package that includes medical, dental, and vision insurance, along with paid time off, retirement savings plans, and life insurance. However, many companies now enhance their offerings with flexible spending accounts (FSAs), health savings accounts (HSAs), and mental health resources like Employee Assistance Programs (EAPs). Some employers also provide additional perks such as tuition reimbursement, childcare support, gym memberships, and hybrid work options. These modern benefits not only support employees’ overall well-being but also reflect a company’s commitment to building a positive and sustainable workplace culture.