David Imrie

 Tags: Health Benefits

Providing insurance to your employees is quintessential to cultivating a supportive and successful work environment. People have come to expect that their employers will help them cover the costs incurred by medical expenses. Without benefits, many people would be unable to afford the cost of care.


Download The CEOs Guide to Decreasing Group Health Premium Cost


When it comes to your group benefits, however, are you getting the most from your plan? Have you considered how to maximize your benefits? Of course, benefits make for happy, healthy employees and can help you retain quality talent, but the more you can help your employees get out of their group benefits, the more your company will see in return.


Here are some ways to help your small business maximize its group benefits.

Survey and Analytics

Here’s an important question: Do you know what benefits your employees want? And beyond that, do you have the hard data to back up the claims? When you know what coverage your workers actually want (and use), you can take positive steps towards creating a truly effective package for your team.


Start by surveying your employees: Ask them what benefits they want, which they always use, and which they wouldn’t care about if they disappeared. This will tell you what your employees think are their priorities. Follow this up with a dive into your analytics data—how is your staff actually using their benefits—to come up with a plan of action.

Research and Shop Around

Don’t be afraid to shop around! Especially as a small business, it can feel like wasted time and effort that should be better spent working on your business. But remember—a truly great benefits package will not only attract quality hires but keep them around. Don’t be afraid to spend the time shopping around for an insurance group that can provide you the best rates for what you need.


On top of that, make sure to look into the many different options. Group benefits are traditional—but not always best. If every person on your staff wants something different, a flexible registered health spending account might be a better direction. (In this case, everyone has a set amount and can use it wherever they need, allowing for customization).

It’s Not All about Price

The reason you start by asking your employees their opinions is because price is not always the be-all-end-all of group benefits. What you and your staff get out of them is more important.


The cheapest option you find while shopping around may not be anywhere near what you need for your staff. Consider employee want and needs as well as coverage flexibility and customization before the price.


You obviously need to consider what your company can afford, but benefits are an excellent way to invest in your workforce. The costs become an investment—so invest in a quality package. If you really can’t spend much and can’t manage increasing premiums year over year, go with a flexible RHSA instead of traditional group benefits in order to better control your costs.


If you’re looking to excite your employees, attract new top talent, invest in your business, and keep your small team healthy and happy, finding ways to maximize your group benefits is a great start. What you learn during the process may mean looking outwards for a new provider or negotiating for a new plan that better suits your team’s needs.


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David Imrie

Dr. David Imrie founded RHSA Canada in 2009. Dr. Imrie is a medical doctor and former health insurance professional who has a passion for helping small businesses reduce their healthcare costs. As an executive in the insurance industry, he was shocked to find that so many common healthcare services are covered only partially by most insured plans, when employees were entitled to 100% coverage for all prescription drugs, dental services, and other healthcare expenses. Since leaving the insurance industry in 2001, Dr. Imrie committed to using newer technology to develop a better alternative program for small business health benefits.
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