The term work-life balance has become a buzz phrase over the last few years. It seems all everyone wants to do is strike the perfect ‘balance’ between work life and personal life. When that happens, they will become magically happy, at peace with the world, and will be free from stress. Suddenly you’ll be a model employee, employer, your spouse will praise you, and all the obligations in your life will be adequately fulfilled.
We’re human beings, not robots. That’s why it’s not possible for us to do the same things over and over again at the exact same success rate. Why? We like change -- we need change. If you’ve come across the hurdle of lower-than-usual productivity at your company, you’re not alone. In fact, and not surprisingly, only about 25 percent of business leaders have an employee engagement strategy to keep their employees chugging along productively.
When small businesses interact with large corporations, they make changes that improve their organizational structures, management practices, and operations. These changes lead small companies to upgrade their technologies, increase their efficiency, and most importantly, become financially stable. As a result, revenue becomes greater and more consistent, making it possible for these businesses to add new jobs.
When it comes to interviewing new candidates for your small business, what may seem like a harmless question can get you in a lot of trouble. And while you may have gotten away with certain forbidden questions in the past simply because you didn’t know you shouldn’t ask them, it’s better to play it safe. In this article, we’ll go over today’s HR tip - six questions you should steer clear of in an interview.
We currently live in an age of independence. We are raised to finish school, develop a career, get a place of our own, and tackle life’s challenges as an independent individual. As Americans, we value control over our decisions, autonomy, and self-sufficiency.
The individual health insurance market is growing at a significant rate. To adapt to the changing market, health insurance brokers are dusting off their once-ignored individual product lines to service the demand. One of the factors influencing the growth of the individual health insurance market is the availability of the Obamacare tax credits and subsidies. Are you comfortable answering clients’ questions about the premium tax credits? To help, here are four questions, and answers, all brokers should know about the premium tax credits.
In a recent article by the Wall Street Journal (WSJ), Michael Kitces predicts employee benefits are vanishing. Not vanishing altogether, but rather morphing from a “defined benefit” model, where the employer picks the specific plan and benefit available to employees, to a “defined contribution” model, where employees are given an allowance and left to make their own healthcare spending decisions. Not surprisingly, the article has generated significant debate about the future of employee benefits.
As more and more employees purchase health insurance coverage on their own, it is common for businesses - especially small businesses - to help employees with their premium cost. If this sounds familiar, you've likely asked yourself, "Are we reimbursing employees’ health insurance correctly?" The answer? Read on.
The Affordable Care Act (ACA) has brought about a big shift for brokers -- a shift that has meant new challenges, frustrations, and unknowns. Is there a silver lining? For many brokers who are wondering how to structure their business and retain clients, it would seem a silver lining simply isn’t there. However, the ACA has opened new doors that allow brokers to retain clients and attract small business prospects. How? In this article, we’ll explain how and why brokers can stay relevant in the health insurance world by serving as a hub for small businesses.
Employees have unique healthcare needs. Some are savvy, frequent consumers while others rarely see a provider or fill a prescription. As a small business owner, this diversity makes offering health benefits confusing. To help understand what types of healthcare consumer your employees are, and what type of health benefits they value, we’ve developed a short quiz.
Disclaimer: The information provided on this website is general in nature and does not apply to any specific U.S. state except where noted. Health insurance regulations differ in each state. See a licensed agent for detailed information on your state. Zane Benefits, Inc. does not sell health insurance.