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Gary A

By Gary A
in Human Resources, Employees

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Gary A Community Regular

Gary A

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Posted

Guys,

 

I would like to know the best way to offer health benefits. This is for a single employee, not a family plan. Do you guys think it's better to pay them in full as part of a total package and reap the benefit of a tax break or have the employee contribute a percentage? Just wondering what makes the most sense....

 

Thanks,

 

Gary

Gary A Community Regular

Gary A

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Posted

I think it is better for them to have some skin in the game otherwise they undervalue what you are providing.

Hey Frank like 50-50? What do you offer?

5 Star Auto Spa Community Regular

5 Star Auto Spa

Posted
Posted

We use health insurance as a benefit for our current and future employees. I have noticed that older technicians value the health insurance much more so than younger technicians. We currently pay 100% of the health insurance costs. When competing with other repair shops, especially dealerships and chain shops, it helps differentiate us from other repair shops when trying to attract top talent. I have noticed that in our area, most dealerships pay a portion of the health insurance cost and the employee picks up the remaining balance.

  • 10 months later...
ncsvoboda7 Enthusiast

ncsvoboda7

Posted
Posted (edited)

What is the best way to go about finding who to use for health insurance as a shop owner. It seems there are some many companies out there where do you start!?

Edited by ncsvoboda7
weighit Enthusiast

weighit

Posted
Posted

When I had the shop and had 5 full time employees I paid all the health insurance for everyone under a group plan. Then on night two the the star players went out and got drunk and had a 1 car accident in a parking lot. Police came and arrested both of them. Courts assigned alcohol school and the insurance company sent a nasty gram a few months later that my 'group' was experiencing an unusually high percentage of expenses and raised the whole groups rate by about double what we had been paying. New rules went into effect, I would write a check once a month for the old insurance rate and the employees could shop and find whatever insurance they wanted, I was only giving the amount i used to pay. Oh yea, if they decided they did not want any insurance, they got no check. I got to see the policy and the bill and made sure they were actually using the money for insurance. I had to do the same thing, cancel the original policy and go shopping for myself a new policy. No more groups for us.

 

If I was to reopen I would make the employees pay something, I want them involved and aware of the real costs to have insurance. What percentage would depend on my bottom line and how much i wanted to keep those guys.

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    • Joe Marconi
      The Toolbox is Last to Leave, First is the Heart
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      It always amazes me when I hear about a technician who quits one repair shop to go work at another shop for less money. I know you have heard of this too, and you’ve probably asked yourself, “Can this be true? And Why?” The answer rests within the culture of the company. More specifically, the boss, manager, or a toxic work environment literally pushed the technician out the door.
      While money and benefits tend to attract people to a company, it won’t keep them there. When a technician begins to look over the fence for greener grass, that is usually a sign that something is wrong within the workplace. It also means that his or her heart is probably already gone. If the issue is not resolved, no amount of money will keep that technician for the long term. The heart is always the first to leave. The last thing that leaves is the technician’s toolbox.
      Shop owners: Focus more on employee retention than acquisition. This is not to say that you should not be constantly recruiting. You should. What it does means is that once you hire someone, your job isn’t over, that’s when it begins. Get to know your technicians. Build strong relationships. Have frequent one-on-ones. Engage in meaningful conversation. Find what truly motivates your technicians. You may be surprised that while money is a motivator, it’s usually not the prime motivator.
      One last thing; the cost of technician turnover can be financially devastating. It also affects shop morale. Do all you can to create a workplace where technicians feel they are respected, recognized, and know that their work contributes to the overall success of the company. This will lead to improved morale and team spirit. Remember, when you see a technician’s toolbox rolling out of the bay on its way to another shop, the heart was most likely gone long before that.

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