Date
May 1, 2025
Client
Nexus Construction Company
Category
General Contractor
Employees
225
Overview
Imagine a regional construction company with 225 employees spread across three states. Despite offering competitive wages, the company struggles with high turnover because employees feel there isn’t enough value beyond pay. Competitors appear more attractive simply because their benefits packages seem stronger. Meanwhile, HR is overwhelmed managing enrollment and compliance across multiple states, with field workers often left out of the process due to accessibility issues.
The leadership team recognizes that pay alone won’t solve retention challenges they need a benefits strategy that strengthens loyalty, boosts satisfaction, and demonstrates genuine commitment to employees. This is exactly the type of situation where Benni’s consulting, technology, and employee-focused benefits approach would provide the right solution.
Process & Challenge
The company’s pain points can be grouped into two main areas: retention and administration.
Retention was the most pressing concern. Skilled tradespeople were leaving for competitors that appeared to offer more attractive benefits. Leadership knew they needed to expand options, but affordability and relevance were major concerns.
On the administrative side, managing benefits across three states created paperwork overload and compliance headaches. The field-based nature of the workforce made engagement difficult, and many employees missed out on benefits entirely because the process felt confusing or inaccessible.
Benni’s approach would tackle these challenges in a holistic way. We would begin with a consultative analysis of turnover data, employee demographics, and the company’s culture. Based on these insights, we would recommend adding specialty benefits such as pet insurance, legal coverage, and telepsychiatry. These are affordable, easy to implement, and meaningful to employees who value support for both their families and their personal lives.
To build engagement, we would implement a multi-stage enrollment process combining group education sessions with one-on-one counseling. This ensures every employee understands their options, has the chance to ask questions, and feels supported in making the right choices. For field workers, this personalized guidance helps bridge the gap between company offerings and real employee needs.
Technology would also play a central role. With Gathr* by Colonial Life, our mobile-friendly benefits administration platform provided at no cost to the employer, HR could manage compliance seamlessly across multiple states, while employees could review and enroll in benefits directly from the job site using their phones. This eliminates paperwork for HR, boosts transparency, and makes the experience modern and accessible for employees.
Finally, we would recommend creating a “benefits bank” a modest allowance for each employee to help offset the cost of voluntary benefits. While the dollar amount per employee may be small, the psychological impact is powerful. Employees perceive that their employer is willing to invest in their well-being, and that symbolic commitment goes a long way in building trust and loyalty.
Summary
By blending consulting, specialty benefits, technology, and a benefits bank strategy, Benni’s approach would transform this construction company’s benefits program into a powerful retention tool. Employees would gain access to relevant perks like pet insurance, legal coverage, and telepsychiatry, showing them that their employer cares about more than just their work hours. Group education and one-on-one counseling would make benefits easier to understand and more engaging, while the Gathr platform would free HR from paperwork and bring consistency to compliance across multiple states.
The benefits bank would serve as the turning point. Even a small financial investment signals a big message: the company values its people’s health, families, and future. This symbolic gesture could help the company stand out from competitors, improve morale, and create stronger loyalty.
In this type of scenario, turnover would decline, participation would rise, and employees would view the company not just as a job site, but as an employer who truly supports them. Benni would manage the complexity—consulting, customization, employee education, and technology so the company could focus on running its projects while enjoying the results of a more stable, engaged workforce.
If your business is facing similar challenges with turnover, benefits engagement, or multi-state administration, Benni can help. Are these issues you’re seeing in your organization today?