The Culture-First Benefits Audit
The Challenge
Their benefits looked exactly like their competitors’—functional but sterile. They weren’t using their health plan as a culture tool, and as a result, they were losing top performers to firms that offered a more supportive and human experience.
The IMPACT
High turnover was costing the firm hundreds of thousands of dollars in recruiting and training expenses. The meaningful impact of their work was being overshadowed by a benefits package that felt generic and disconnected from the firm’s values.
The Strategy
JA performed a culture-first audit to find out what actually mattered to their people—such as mental health support and flexible care options. We then redesigned the plan to backbone these specific values, making the benefits a physical manifestation of the company’s expertise.
THE OUtcome
The firm saw a dramatic increase in engagement and a decrease in turnover within the first year of the new plan. The benefits became a recruiting magnet, allowing them to hire top-tier talent more effectively.
Things Employers Should Consider
Your benefits plan is the most frequent touchpoint your employees have with your company’s values. If your plan is difficult to use or sterile, that is how your employees will perceive your culture. Employers should view their benefits as a social justice issue within their own four walls—ensuring that the plan is a safety net that truly catches people.