What’s the value in working with a designated CEBS Advisor

As a business leader, it is vital to work with an advisor with whom the staff finds a degree of credibility as they progress their tenure with the company. 

Many aspects of the individuals’ lives depend on resources provided by the organization and the guidance lent when the deadline comes for a final decision. That advice should come from an experienced, knowledgeable, and many would prefer credentialed expert. 

In order to warrant trust from the staff, a leader would fall short if there weren’t at least access for employees to a representative who obtained professional designation as a Certified Employee Benefit Specialist or CEBS. 

These distinct letters following the name affirm to the staff that the person making suggestions is thoroughly trained to know precisely what it is they’re talking about. But first, let’s look at why the CEBS is a valuable tool for a company.

Most everyone depends on their employer for critical components of their livelihood above income. When onboarding with an organization, the process usually comes around to benefit selection, capable of significantly affecting the future. 

While an employer is not obligated to offer all-inclusive benefits packages, those who desire to stand out and attract top talent do.

Staff is then tasked with making challenging decisions, including how much to tuck away for retirement, whether there’s a need for life insurance, how much and who should be the benefactor, which health insurance is better, and on. 

Ensuring the optimum tools and resources are in place for employees to make educated decisions is the priority for most business leaders to garner trust from the team leading to healthy retention. 

In this specific scenario, that would involve leading the staff toward a designated professional learned in benefits with adequate credentials to speak expertly on the topic, a Certified Employee Benefit Specialist (CEBS). 

By providing this resource, employees have a credible link allowing them confidence in their decision-making process. So why is this professional person among the most prized resources in the workplace? Let’s learn.

Why do you need a CEBS for your team? Most businesses want to draw top talent to their organization over that of their competition which is fierce nowadays. In order to do that, you need to offer benefits, compensation, and anything that will rival the others in the industry.

In order to attract talent, it’s important also to offer premium resources to direct and guide the newly hired people, such as a professionally designated benefits source. 

A CEBS program involves three years of dedication culminating in the designation granted by the “International Foundation of Employee Benefit Plans.”

The curriculum involves five courses, each followed by 100-question exams. The primary focus includes group health with other benefit plans plus retirement packages. The individuals studying in the US will follow the “Affordable Care Act (ACA)” while Canadian individuals will follow the “universal healthcare coverage” for the country.

When looking at it from a business leader’s perspective, offering guidance from a person with these credentials to prospective talent enhances the job opportunity attractiveness from a prospect’s point of view, leading to the acquisition of a top-notch candidate and can mean retaining current employees. In addition, the staff comes to value the environment provided to them by the leadership.

When employees feel appreciated, they’ll stay loyal to the company. That generally results in greater productivity, higher morale, and an overall culture of positivity. 

When the employees are happy, it usually results in the company beginning to thrive. That can mean seeing exponential growth and optimum success.

Business leaders are under no obligation to their staff to offer benefits or any sort of additional compensation aside from the required, nor do they need to provide resources or tools to make the workplace or personal circumstances less of a burden. 

Organizations that choose this sort of lackadaisical approach to their team will likely have a higher turnover and more difficulty in capturing the attention of the best candidates for any open positions. You have to show the staff you value them by giving them things of value.