Benefits: A Return on Your Investment​​

Every fall, during open enrollment, employers are reminded of the many details that go into choosing health and retirement plans. But enrollment season is also a good reminder of why benefits matter in the first place. They’re not just a line item in the budget—they’re one of the clearest ways to invest in the people who keep your organization or ministry running.

Why People Stay

Hiring is hard. Training is harder. In churches and health and human service organizations, turnover affects the people who rely on familiar faces for care and community. One of the best ways to retain good employees, and demonstrate their value to your organization is by offering robust employee benefits.

A 2024 MetLife Employee Benefit Trends Study found that 82% of employees say the benefits package an employer offers plays an important role in their decision to remain on the job.  At the same time, Gallup reports that replacing an employee can cost anywhere from one-half to two times their annual salary. When you compare the cost of turnover to the cost of offering benefits, the investment quickly pays for itself.

Good Employee Benefits Boosts Morale

Employee morale isn’t about offering free coffee or allowing casual Fridays—it’s about whether employees feel supported and valued by your organization. If an employee receives an unexpected medical bill, or fears not being ready for retirement, it can take a heavy toll on an employee’s energy and focus, affecting their overall productivity. A solid benefits package can ease some of these life worries.

In addition, according to the American Psychological Association’s 2023 Work and Well-Being Survey, 72% of employees say financial stress negatively impacts their work. Health and retirement benefits can directly reduce this stress. When employees know they can see a doctor, including virtually,  speak with health coach to manage a chronic condition, cover a prescription, or plan for retirement, they show up more engaged and focused because their needs are being met. In ministries and service organizations where staff are already giving so much of themselves, a solid benefits package can make a huge difference in how employees perform, while affecting your bottom line.

Walking the Talk

For UCC churches and affiliated organizations, offering benefits also reflects our values. We talk often about caring for the whole person. Providing health and retirement benefits is one way to practice that care in a tangible way. It tells your staff: “We see you. We value you. We’re committed to your wellbeing.” In that sense, benefits aren’t just a human resources issue—they’re a form of ministry.

Looking Ahead

Benefits also prepare organizations for what’s ahead. Health coverage encourages preventive care, which can keep small issues from becoming big ones. Retirement plans help employees think long-term and give them peace of mind in knowing that lifetime income will be their outcome in retirement.

In 2023, the Society for Human Resource Management (SHRM) reported that organizations with strong benefits experience 26% lower turnover compared to those with limited offerings. That kind of stability protects the organization from disruption and helps ensure the mission continues with strength.

The Bigger Picture for Open Enrollment

As you review options during open enrollment, it’s worth asking:

• Do your benefits reflect how much you value your employees?
• Will your benefits appeal to your employees, so they will remain on the job?

If the answer is yes, then you’ve done more than check a box. You’ve made an investment that strengthens both your people and your mission.