Benefit
Business
your
When you take care of employees, they take care of business.
SPONSORED by
15 %
20 %
60 %
40 %
In 2022, what percentage of small businesses reported having four or more key employees on staff
1
?
While higher salaries are a great way to help keep top talent happy, it's not the only way. Principal can help you find other ways to take care of your team — from comprehensive employee benefits to solutions for your key employees. Explore our interactive resource hub below for tips on how to create a thriving work environment that helps you retain talent and grow your business.
It’s no secret that your employees can unlock success for your business. But in today’s labor market, it’s never been more important to make sure everyone on your team feels valued.
®
% of small businesses having four
or more key employees on staff
21%
or more key employees on staff
40%
35%
2022
2008
2021
Resources for Growth
Here's what employees want to see in a benefits package and how your company can accommodate without overspending
How a reskilling program can help your business keep top employees
How an Oregon company supports its people through employee benefits
7 retirement plan updates to help more Gen Z workers become super savers
Innovative benefits
6 reasons small businesses can feel more optimistic about cybersecurity
Cybersecurity is critical for today's small businesses. These 5 tips can help them stay protected.
How to match the top 6 succession strategies to your business
How to take charge of your small business's future by creating a smart succession plan
Talent retention
Innovative benefits
Cybersecurity
Succession planning
Talent retention
You can’t run a business without good people. Learn how to keep your employees happy so they’ll want to stick around and grow with your company.
Employees expect more from their employers when it comes to benefits. Get inspired by ways your organization can be innovative in what you offer.
Innovative benefits
Business Success Stories
Create a company culture of support and belonging.
Bob’s Red Mill Milwaukie, Oregon
Bob Moore | President and founder
I’m watching young people come in and stay… and start building their lives here.”
Watch their story
Watch their story
CREATED BY
Sponsored content is produced in collaboration with advertisers by Insider Studios, the branded content team at Insider Inc. Insider's editorial staff is not involved in the creation of this content. Copyright © 2023 Insider Inc. All rights reserved. Registration on or use of this site constitutes acceptance of our Terms of Service, Privacy Policy and Cookies Policy.
Contact Us | Masthead | Sitemap | Disclaimer | Accessibility | Commerce Policy | Advertising Policies | CA Privacy Rights | Coupons | Made in NYC | Jobs @ Insider
Quick Tips
Click on a topic below and we’ll recommend articles to help you learn more.
Choose a story to see how businesses use Principal to retain employees and grow their company.
2022 Principal Business Owner Insights survey, where a "key employee" is defined as an employee that plays an important role in your organization.
Bob's Red Mill, Renteria Vineyard Management, and Baker Group are not affiliates of any company of the Principal Financial Group. Bob's Red Mill, Renteria Vineyard Management, and Baker Group employee viewpoints may not be representative of other clients' experiences. Clients have not been paid for their appearance.
Insurance products issued by Principal National Life Insurance Co (except in NY) and Principal Life Insurance Company . Plan administrative services offered by Principal Life. Principal Funds, Inc. is distributed by Principal Funds Distributor, Inc. Securities offered through Principal Securities, Inc., member SIPC and/or independent broker/dealers. Referenced companies are members of the Principal Financial Group , Des Moines, IA 50392. ©2023 Principal Financial Services, Inc.
2883704-052023
Learn more
Ready to take the next step? Visit Principal.com/benefits to connect and start building a better business.
Resources for Growth
Business Success Stories
Talent retention
Cybersecurity
Succession planning
It’s not just for the “big guys.” A solid cybersecurity strategy is important for businesses of all sizes — and there are cost-effective ways for you to keep information secure for your business and employees.
Cybersecurity
Thinking about what’s next for you and your organization? Explore these resources for setting your business up for future success.
Succession planning
60 %
40 %
20 %
15 %
Empower employees to take care of your business.
My philosophy is if you take care of your employees, they're going to take care of you.”
Oscar Renteria | CEO and owner
Watch their story
Reward employees who share your vision.
Baker Group Ankeny, Iowa
To own a part of this company makes me feel like I am included, and people inside these walls want to see me win.”
Watch their story
Identify and inspire new leaders.
Bob’s Red Mill Milwaukie, Oregon
We work for a company that cares about us, and so that makes us care about the product and the people that we serve.”
Michael Hall | Warehouse supervisor
Watch their story
Think ahead for business succession.
Baker Group Ankeny, Iowa
Investing in employees through benefits is a critical foundation for … providing the resources they need to be successful.”
B.J. Baker III | Chairman
Watch their story
Tyrell Erb | Assistant project manager
Renteria Vineyard Management Napa, California
CREATED BY
Sponsored content is produced in collaboration with advertisers by Insider Studios, the branded content team at Insider Inc. Insider's editorial staff is not involved in the creation of this content. Copyright © 2023 Insider Inc. All rights reserved. Registration on or use of this site constitutes acceptance of our Terms of Service, Privacy Policy and Cookies Policy.
Contact Us | Masthead | Sitemap | Disclaimer | Accessibility
Commerce Policy | Advertising Policies | CA Privacy Rights Coupons Made in NYC | Jobs @ Insider
Principal
®
40 %
®
Principal
Principal.com/benefits
Here's what employees want to see in a benefits package and how your company can accommodate without overspending
How a reskilling program can help your business keep top employees
7 retirement plan updates to help more Gen Z workers become super savers
Cybersecurity is critical for today's small businesses. These 5 tips can help them stay protected
How to take charge of your small business's future by creating a smart succession plan
®
1
1
7.
6.
5.
4.
3.
2.
Think beyond traditional benefits
Sure, traditional benefits like health care and retirement are important to your team. But getting creative with nontraditional benefits, like WiFi reimbursement, pet insurance, or flexible monthly stipends can help small businesses attract and keep top performers.
1.
If an employee is invested in your company, they’ll be invested in your company. No, you read that right: By giving your employees a financial stake in your company’s equity through an Employee Stock Ownership Plan (ESOP), they’ll be emotionally and professionally invested in your company’s growth. It’s a win-win for you and them, so it’s worth exploring what you can offer.
Explore stock options
7.
If the last few years taught us anything, it’s that we need to take care of our wellbeing — including our mental health. Beyond Employee Assistance Programs (EAPs) or gym reimbursement benefits, there are simple things you can do to show your team support, like ensuring their workload is manageable and offering a flexible PTO schedule that includes mental health days.
Support your team’s mental health
6.
Especially in a remote or hybrid working environment, finding opportunities to recognize and celebrate great work is key to making your team feel seen and appreciated. Start a chat channel dedicated to amplifying the efforts of your team in lieu of in-person visibility, or perhaps offer small monetary rewards (like a gift certificate to an employee's favorite coffee shop) to acknowledge exceptional work.
Create a culture of recognition
5.
“One-size-fits-all” isn’t the best approach for a diverse team. For example, employees who have children or pets, or those who are caregivers, may appreciate a perk like flexible working hours. Senior employees might value deferred compensation plans that can help them better manage their taxes and save for retirement. Recent grads and junior-level employees, meanwhile, might get more out of mentorship programs and upskilling opportunities. Take stock of your team and look for ways to customize your benefits offerings to their needs.
Offer customizable benefits
4.
Employees want to feel like their employer is invested in their professional growth. You can demonstrate this commitment by hosting your own in-office training series with guest speakers or lecturers, or consider offering tuition reimbursement benefits.
Upskill your existing team
3.
With many larger organizations offering a work-from-home option, small businesses can adapt to compete. To take this a step further, you could offer your team a home office stipend and invest in remote-friendly tech like video conferencing and cloud-based collaboration tools.
Support the hybrid workforce model
2.
Think beyond traditional benefits
Sure, traditional benefits like health care and retirement are important to your team. But getting creative with nontraditional benefits, like WiFi reimbursement, pet insurance, or flexible monthly stipends can help small businesses attract and keep top performers.
1.
Quick Tips
Slide through the cards for ways to make your team feel valued.
Learn more
If an employee is invested in your company, they’ll be invested in your company. No, you read that right: By giving your employees a financial stake in your company’s equity through an Employee Stock Ownership Plan (ESOP), they’ll be emotionally and professionally invested in your company’s growth. It’s a win-win for you and them, so it’s worth exploring what you can offer.
Explore stock options
If the last few years taught us anything, it’s that we need to take care of our wellbeing — including our mental health. Beyond Employee Assistance Programs (EAPs) or gym reimbursement benefits, there are simple things you can do to show your team support, like ensuring their workload is manageable and offering a flexible PTO schedule that includes mental health days.
Support your team’s mental health
Especially in a remote or hybrid working environment, finding opportunities to recognize and celebrate great work is key to making your team feel seen and appreciated. Start a chat channel dedicated to amplifying the efforts of your team in lieu of in-person visibility, or perhaps offer small monetary rewards (like a gift certificate to an employee's favorite coffee shop) to acknowledge exceptional work.
Create a culture
of recognition
“One-size-fits-all” isn’t the best approach for a diverse team. For example, employees who have children or pets, or those who are caregivers, may appreciate a perk like flexible working hours. Senior employees might value deferred compensation plans that can help them better manage their taxes and save for retirement. Recent grads and junior-level employees, meanwhile, might get more out of mentorship programs and upskilling opportunities. Take stock of your team and look for ways to customize your benefits offerings to their needs.
Offer customizable benefits
Employees want to feel like their employer is invested in their professional growth. You can demonstrate this commitment by hosting your own in-office training series with guest speakers or lecturers, or consider offering tuition reimbursement benefits.
Upskill your
existing team
With many larger organizations offering a work-from-home option, small businesses can adapt to compete. To take this a step further, you could offer your team a home office stipend and invest in remote-friendly tech like video conferencing and cloud-based collaboration tools.
Support the hybrid workforce model
Think beyond traditional benefits
Sure, traditional benefits like health care and retirement are important to your team. But getting creative with nontraditional benefits, like WiFi reimbursement, pet insurance, or flexible monthly stipends can help small businesses attract and keep top performers.
Slide through the cards for ways to make your team feel valued.
Quick Tips
If an employee is invested in your company, they’ll be invested in your company. No, you read that right: By giving your employees a financial stake in your company’s equity through an Employee Stock Ownership Plan (ESOP), they’ll be emotionally and professionally invested in your company’s growth. It’s a win-win for you and them, so it’s worth exploring what you can offer.
Explore stock options
If the last few years taught us anything, it’s that we need to take care of our wellbeing — including our mental health. Beyond Employee Assistance Programs (EAPs) or gym reimbursement benefits, there are simple things you can do to show your team support, like ensuring their workload is manageable and offering a flexible PTO schedule that includes mental health days.
Support your team’s mental health
Especially in a remote or hybrid working environment, finding opportunities to recognize and celebrate great work is key to making your team feel seen and appreciated. Start a chat channel dedicated to amplifying the efforts of your team in lieu of in-person visibility, or perhaps offer small monetary rewards (like a gift certificate to an employee's favorite coffee shop) to acknowledge exceptional work.
Create a culture of recognition
“One-size-fits-all” isn’t the best approach for a diverse team. For example, employees who have children or pets, or those who are caregivers, may appreciate a perk like flexible working hours. Senior employees might value deferred compensation plans that can help them better manage their taxes and save for retirement. Recent grads and junior-level employees, meanwhile, might get more out of mentorship programs and upskilling opportunities. Take stock of your team and look for ways to customize your benefits offerings to their needs.
Offer customizable benefits
Employees want to feel like their employer is invested in their professional growth. You can demonstrate this commitment by hosting your own in-office training series with guest speakers or lecturers, or consider offering tuition reimbursement benefits.
Upskill your existing team
With many larger organizations offering a work-from-home option, small businesses can adapt to compete. To take this a step further, you could offer your team a home office stipend and invest in remote-friendly tech like video conferencing and cloud-based collaboration tools.
Support the hybrid workforce model
1.
2.
3.
4.
6.
5.
7.
Think beyond traditional benefits
Sure, traditional benefits like health care and retirement are important to your team. But getting creative with nontraditional benefits, like WiFi reimbursement, pet insurance, or flexible monthly stipends can help small businesses attract and keep top performers.
1.
If an employee is invested in your company, they’ll be invested in your company. No, you read that right: By giving your employees a financial stake in your company’s equity through an Employee Stock Ownership Plan (ESOP), they’ll be emotionally and professionally invested in your company’s growth. It’s a win-win for you and them, so it’s worth exploring what you can offer.
Explore stock options
7.
®
How a succession plan can help protect you, your family, and your employees
How a succession plan can help protect you, your family, and your employees
How a succession plan can help protect you, your family, and your employees
How an Oregon company supports its people through employee benefits
How an Oregon company supports its people through employee benefits
Cybersecurity is critical for today's small businesses. These 5 tips can help them stay protected
6 reasons small businesses can feel more optimistic about cybersecurity