Bright Benefits, Zero Griswold Drama

Ah, Thanksgiving. The time of year when we gather to give thanks, endure endless family time, and pray Aunt Bethany doesn’t show up with her “creative” lime Jell-O mold sprinkled with Meow Mix. But while we’re battling carb comas and refereeing family arguments over football, Christmas is peeking around the corner like Cousin Eddie, RV and all.

Employee benefits, much like planning Christmas with the Griswold family, should be more than just a series of well-meaning disasters. They need to align with your company’s goals—because no one wants a bonus that feels like a Jelly of the Month Club subscription.

The Ghost of Benefits Past

?Let’s talk traditions. My family? Chicken and dressing (no turkey here, thanks to my great-grandmother’s poultry farm roots) and a hard pass on anything involving cranberry sauce “rings.” But when it comes to benefits, tradition can sometimes lead to trouble.

Clinging to an outdated plan might feel as cozy as your grandma’s crocheted afghan, but it’s about as useful as Cousin Eddie’s black dickie under his white sweater. Employees see through the sweater, and when they leave, they’ll tell you your benefits didn’t meet their needs. So, before you start hanging up the mistletoe, let’s talk about how to stop offering the benefits equivalent of Catherine’s overcooked turkey.

A Benefits Plan as Flexible as Joey’s Thanksgiving Pants

Let’s face it, we all need room to grow—whether it’s making space for extra mashed potatoes or aligning your benefits with company goals. The solution? Change. Yes, I said it. Change. Don’t look at me like I just suggested we swap pie for kale (although, honestly, I’d rather have kale than pumpkin pie).

?As premiums creep higher, your coverage shrinks. And let’s face it, this isn’t Matlock where things stay charmingly simple. Change doesn’t mean chaos; it means taking control of the script before someone flips the board.

Taking Baby Steps (Like Dodging the New Recipe Debacle)

Change is intimidating. But just like politely suggesting we don’t need to “modernize” the green bean casserole or that “quinoa dressing” isn’t really dressing, you can start small when revamping your benefits.

Try adding a care navigation program or a Health Reimbursement Arrangement (HRA). These bite-sized changes show employees you care without forcing everyone to go cold turkey (pun intended).

Here’s how to cook up a benefits plan that’s more festive than Clark’s light display:

1. Define the Strategy

What’s your big goal? Expansion? Innovation? Becoming the Beyoncé of employers? Once you know your priorities, aligning benefits becomes clearer. Think of this as deciding between marshmallow or pecan-topped sweet potatoes—both valid, but you need to commit.

2. Review the Spread

Do your benefits spark joy? Or are they as outdated as those ceramic holiday villages? Audit what you have and identify gaps where employees’ needs don’t align with your company’s vision.

3. Consider Alternative Funding

Self-funding could be the secret to keeping your benefits merry and bright. It gives you control and visibility, so you know exactly what you’re spending on and why. Think of it as replacing that one burnt-out light on your string—suddenly, everything makes sense again.

4. Ask Your “Family” (a.k.a. Employees)

Your employees are your Christmas dinner guests. Don’t just assume they want turkey—ask what they value. Survey, chat, bribe them with cookies—whatever works.

5. Metrics Are the New Wish List

You wouldn’t wrap up random junk and hope your family loves it (unless you’re my Uncle Larry). Track what’s working with clear metrics like retention rates, benefit usage, and employee satisfaction.

6. Communicate Like a Griswold

Clark had a lot to say about Christmas bonuses. Take a page from his book (minus the profanity) and over-communicate. Email, text, apps, or even Elf-style singing telegrams—whatever it takes, just don’t let employees forget what’s available to them.

The Bottom Line: Don’t Be the Jelly of the Month Club

Aligning benefits with your company’s growth strategy isn’t just about saving money—it’s about building a workplace that attracts and keeps great talent. And yes, it’s a process. But so is surviving Thanksgiving without someone storming out over politics.

So, as you navigate the madness of family Thanksgiving gatherings (and the inevitable arguments over whether “Die Hard” is a Christmas movie – IT ABSOLUTELY IS, by the way), remember this: a little planning now saves you from bigger headaches later. And who knows—maybe this year’s benefits strategy will shine as brightly as Clark’s lights.

Now, if you’ll excuse me, I need to rescue the Christmas decorations from the garage and brace myself for the twin-powered holiday chaos that's about to unfold. It likely involves footballs flying, horns blowing, and repeated requests for a Griswold-level light show we absolutely cannot pull off. ??????

And I hope you have a Happy Thanksgiving!