How to Choose the Best Benefits to Offer Your Team

Choosing the right benefits for your team is a critical decision that can have a lasting impact on your business. A well-considered benefits program can signal to your team that you value them and are invested in their well-being. Let’s look at how to evaluate your team’s needs, the criteria for selecting the best benefits, and tips for maintaining an effective benefits program for the long haul.


Understanding Your Team’s Needs and Preferences

Before you start creating or updating a benefits package, the most effective step is to simply ask your employees what they want. Each employee will have unique needs, and a one-size-fits-all approach may not be the most effective. Consider these benefits:

  • Paid Time Off (PTO): This includes vacation days, personal leave, and holidays. Employees value flexibility, and a generous PTO policy can enhance job satisfaction.
  • Volunteer Days: Allowing employees to give back to the community during work hours can boost morale and show commitment to social responsibility.
  • Health Insurance: A solid health insurance plan is often the cornerstone of any benefits package, covering medical, dental, and vision care.
  • Retirement Plans: A company-sponsored retirement plan, especially with a matching contribution, is a strong incentive for long-term financial security.
  • Life Insurance: Provides peace of mind to employees by offering financial support to their dependents in the event of their passing.
  • Short- & Long-Term Disability: These benefits offer income protection in case of illness or injury, ensuring employees are supported even when they can’t work.
  • Educational Reimbursement: Supporting ongoing learning can encourage professional development and foster a culture of growth within your company.
  • Profit Sharing: When employees share in the company’s success, it can increase loyalty and motivate them to contribute to the company’s profitability.
  • Longer-Term Opportunities for Temp Workers: Providing top-notch temporary employees with the chance to secure longer contracts or full-time roles. This approach can encourage them to stick around and help minimize turnover.


A practical approach is to create a list of potential benefits and then survey your team to rank them as high, medium, or low priority. This method gives you a clear picture of which benefits are most valued, helping you serve your employees more effectively. 


Aligning Benefits With Your Company Culture and Values

Benefits are more than just a perk — they’re a direct reflection of your company’s culture and values. Tangible benefits that align with your values can show your employees that your actions match your words. This can also act as a strong tool for employee retention. Over a third of Canadian employers said that the competitiveness of their health benefits plan is always a concern for them. This means employers understand that providing a comprehensive health benefits plan for employees helps position them as an employer of choice for new and existing team members. 

A table showing major concerns about the health benefits plan

Top Tips for Maintaining an Effective Employee Benefits Program

Creating a benefits package is just the first step; maintaining its effectiveness requires ongoing attention. Follow these tips to ensure your benefits program continues to meet the needs of your team:


1. Stay in Communication With Your Team

Maintain an open line of communication with your employees regarding the benefits package. Conduct periodic surveys to gauge satisfaction with the current offerings and to identify emerging needs or preferences. Listening to feedback allows you to make adjustments as needed, showing that you are responsive to your team’s evolving expectations. 


2. Engage With Benefits Providers

Involve your point of contact from the benefits providers. Invite them to meet with your team to explain the details of each benefit, including any recent updates or changes. This helps ensure that employees fully understand what’s available to them and how to take full advantage of their benefits.


3. Document and Communicate Your Offerings

Make sure to document your benefits package in detail and distribute this information to your team. A recent survey found that only half of Canadian employees understand their health benefits plan well. A clear, accessible document helps avoid misunderstandings and ensures that everyone is aware of the full range of benefits. 

A graph showing the level of understanding of health benefits plan

4. Highlight Benefits as Part of Total Compensation

Ensure employees understand that benefits are an integral part of their overall compensation. While salary is important, a comprehensive benefits package can provide value that extends far beyond a paycheck. Educating your team on the financial and personal value of their benefits can enhance appreciation and engagement.


Ultimately, offering a well-rounded and thoughtful benefits package is not just a perk — it’s a necessity. Employees increasingly view benefits as a core part of their total compensation, and a robust package can be a powerful tool for attracting, retaining, and engaging top talent. Investing in benefits is, ultimately, an investment in the success and sustainability of your business.

Author Bio

Dean Mathews is the founder and CEO of OnTheClock, an employee time tracking app that helps over 18,000 companies all around the world track time. 


Dean has over 20 years of experience designing and developing business apps. He views software development as a form of art. If the artist creates a masterpiece, many people’s lives are touched and changed for the better. 


When he is not perfecting time tracking, Dean enjoys expanding his faith, spending time with family and friends, and finding ways to make the world just a little better. You can connect with him on Linkedin.


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Navigating Mental Health in the Workplace Amid Political Uncertainty

By Jessica Jaithoo • October 24, 2025
Author: Calgary Chapter Committee The political climate has become an undeniable force in our lives, influencing not only public discourse but also personal well-being. Whether it is uncertainty surrounding federal policies, international conflicts, or provincial conversations about autonomy, employees are increasingly bringing political anxiety into the workplace. For HR professionals, this growing tension presents unique challenges. The task is not to take sides, but to foster environments where mental health is supported and respectful dialogue can take place. According to the Mental Health Commission of Canada, political anxiety is not a passing trend. It is a persistent stressor with real consequences for how individuals feel and function at work. The Commission highlights how political stress mimics other forms of chronic anxiety, causing sleep disturbances, irritability, and a sense of hopelessness ( MHCC, 2024 ). Constant exposure to polarizing news and divisive topics can leave employees feeling overwhelmed. This emotional fatigue, if left unaddressed, affects focus, performance, and team dynamics. A recent CBC feature underscores the cumulative effect of ongoing political and economic instability. It describes how stress can build over time, eroding emotional resilience and making it harder for people to manage conflict, remain productive, or feel safe expressing themselves ( CBC, 2023 ). These dynamics are not just playing out in public forums; they are showing up in team meetings, informal conversations, and leadership decisions.  HR professionals often find themselves at the intersection of these pressures. They are expected to support others while managing their own reactions to difficult news and evolving policies. They are tasked with implementing wellness strategies, fostering respectful communication, and ensuring compliance with changing legislation. It is a complex and emotionally demanding role. However, there are practical ways HR professionals can help reduce the burden of political anxiety in the workplace. The goal is not to suppress conversation, but to provide thoughtful, respectful guidance and tools that help people navigate uncertainty together. 1. Normalize the Conversation Begin by acknowledging that political stress exists and can impact work. A short message in a wellness newsletter or internal briefing can go a long way. When people feel that their experience is valid, they are more likely to seek help and less likely to internalize stress. Headspace, a leader in workplace wellness, emphasizes that validating emotions is a foundational step in reducing their intensity ( Headspace, 2024 ). 2. Communicate Proactively and Clearly When organizations face potential impacts from political or economic changes, silence can worsen fear. Clear, honest communication builds trust. The Mental Health Commission of Canada cites a national survey in which over half of respondents said that uncertainty was more stressful than bad news itself ( MHCC, 2024 ). Leaders should not speculate, but they should share what is known and outline the steps being taken to support employees. 3. Expand Mental Health Support Ensure that all employees know how to access support, whether through an employee assistance program, mental health benefits, or external community resources. Consider adding or promoting mindfulness programs, mental health first-aid training, or virtual therapy services. Managers in particular need support, as they are often the first people employees turn to during moments of stress. 4. Provide Strategies to Employees for Managing Political Anxiety in the Workplace Limit news exposure to reduce anxiety and protect mental health through digital detoxes. Highlight shared values such as respect, integrity and collaboration to help anchor people – reinforce a strong organizational culture rooted in community. Encourage volunteering and community engagement to restore control and purpose, which are critical to mental well-being. Support ongoing self-care and stress management practices. 5. Reinforce Respectful Conduct and Psychological Safety Review your organization’s code of conduct, respectful workplace policies, and social media guidelines. Ensure that employees understand expectations around respectful communication. Reinforce that differing opinions are welcome, but harassment or retaliation are never acceptable. A psychologically safe workplace benefits everyone by fostering trust, encouraging open communication, and enhancing overall productivity and well-being. 6. Equip Managers with Tools Offer training for people leaders on how to recognize signs of stress and respond with empathy. Provide scripts or toolkits for addressing politically charged questions in a way that keeps conversations respectful and focused on shared purpose. HR professionals do not need to have all the answers to the political questions of the day. Their role is to create structures that protect employee well-being and promote a respectful, inclusive workplace. By encouraging open dialogue, providing clear communication, and expanding access to wellness resources, HR leaders can reduce the impact of political uncertainty and help their teams thrive. As the landscape continues to evolve, it is critical to stay grounded in compassion and clarity. Utilizing the above tools and strategies, HR professionals can be a steady and reassuring presence for their organizations in uncertain times.

Making Waves & Inspiring Connections in Our Mentorship Community of Practice

By Jessica Jaithoo • October 23, 2025
Every mentorship match has the potential to create a ripple – one that extends far beyond the program itself. In our January–June 2025 intake, the CPHR Alberta Mentorship Program received over 225 applications across four unique streams, resulting in 100 mentor-protégé pairings, 17 peer matches, and 7 student group cohorts. This momentum reflects the strength of our HR community and its commitment to shared growth and learning. This year, we invited participants to reflect on three powerful questions: How has this mentorship experience shaped your perspective, and how do you plan to share the wisdom you’ve gained with others in our community? How will participation in the mentorship program create a wave in your career and support the impact you leave on your workplace and broader community? What has been your 'golden nugget' from this experience that will leave a lasting ripple in your career? Their responses were as thoughtful as they were inspiring. Testimonial #1 One of the main benefits of mentoring relationships, aside from the enjoyment of getting to know a colleague, is the ability to consider current situations I am dealing with in light of the other person's experiences. Often, these relationships help me with fresh insights I can use to benefit my team and organization. Over the past few years, I have enjoyed the mentorship program, and have taken the opportunity to encourage others to consider the benefits of the program when chatting at CPHR functions, etc. - Bob Wiebe Testimonial #2 Through participation in the CPHR Alberta Mentorship Program, my sense of belonging in the profession has grown and I have gained a personal sense of connection to the community of practice that spurs me to continue to professionally grow to enable others to find their voice and professional belonging in our community to leave a lasting impact. - Amanda Van Haaften Testimonial #3 My golden nugget from this experience has been the realization of how powerful intentional communication and active listening can be in building trust and relationships, solving problems, and influencing outcomes. This insight has shifted how I approach conversations—whether with colleagues, clients, or leaders. It’s a simple concept, but its impact is lasting. - Archana Malhotra Throughout the intake, our Mentorship Committee stayed meaningfully connected with participants through support groups, live webinars, monthly mentoring e-newsletters, and on-demand micro-sessions – with more to come. Each touchpoint offered space to pause, reflect, and grow – together. Mentorship is never one-directional – it’s a cycle of giving, learning, and leading. We’re thrilled to welcome our new applicants for the upcoming intake and continue building a community rooted in connection and growth. Whether you're a mentor or protégé, you’ll gain valuable insights, meaningful relationships, and the chance to leave a lasting impact.

Strong Internal Controls Make Good Business Sense

By Jessica Jaithoo • October 16, 2025
Internal controls are not just a box on a checklist; they are a trust-building tool. When HR leads with transparency, integrity, and strong processes, it sends the message that the organization values trust and accountability. Internal controls can also protect against errors, fraud, and damage to its reputation. Internal controls support fair hiring, secure data management, and consistent documentation, helping HR stay aligned with laws, privacy standards, and compliance expectations. What are internal controls? Internal controls are an organization’s procedures, policies, and processes. They ensure: Compliance with laws, regulations, and policy Accuracy in reporting Overall efficiency and transparency in operations Internal controls include setting out approval authority, role-based system access, audit trails, and segregation of duties. Once your controls are in place, continuous monitoring them further reduce risk by identifying issues early and providing timely feedback on areas where additional training may be needed. Examples of HR internal controls and why an accountant might consider them important Hiring Background checks ensure individuals hired to handle sensitive data don’t have histories of financial misconduct Signed employment agreements support key inputs into the payroll process and can serve as audit documentation Approval workflow for hiring decisions help prevent unauthorized payroll expense s Payroll Segregation of duties between the person hiring and the person setting up payroll can prevent conflicts of interest and fraud Reconciliations of payroll reports with HR records help ensure records match the source data, which supports accurate financial reporting Compensation An assignment of authority for employee events (e.g., salary change, promotions) ensures changes are authorized and reduces the risk of unauthorized payments Supervisor approval on timecards ensures information sent to payroll is accurate Employee records Secure employee records ensure payroll, benefits, and compensation figures used in financial reporting are reliable and safe Tracking changes made to records provides a trail for internal and external auditors Policy and compliance Key company policies requiring an employee’s signature can mitigate financial risks and ensure employees are expected to be aware of an organization’s policies A whistleblower policy provides a mechanism to uncover fraud or misappropriation of an organization’s assets Access and data controls Role-based access to systems limits access to financial systems and reduces the risk of data manipulation Monitoring controls Exception reporting (e.g., duplicate payments) supports quick identification of errors and accuracy of financial reporting Internal HR audits help ensure HR-related financial activities have proper controls and the controls are working as designed By having an HR department that designs and implements internal controls, you are creating a stable system of checks and balances, minimizing risk in more ways than you might expect! About the author: Kristy Mielke CPA, CA fosters the professional growth of Alberta’s 32,000 Chartered Professional Accountants (CPAs) as the Director of Professional Development and Learning at CPA Alberta. She has previously worked in public practice and internal audit, and in addition to being a CPA, she is a Certified Internal Auditor and Certified Fraud Examiner.
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