Dulce Bozeman

Sportsmanship in the Workplace

I was recently touched by admirable demonstrations of sportsmanship during this year’s Olympics. New Zealand’s Nikki Hamblin stopped during the 5,000m race to help American Abbey D’Agostino after she fell, which impacted her medaling potential (but she won the Pierre de Coubertin medal celebrating sportsmanship).   Earlier this year American tennis player Jack Sock told his opponent Australian Lleyton Hewitt to challenge a call when the umpire called out the ball.  “It was in, if you want to challenge it.  Challenge it!”  And Sock was right, despite the point going to Hewitt, the ball was clearly in bounds.

Hamblin and Sock cared more about the integrity of their sport than just their own win. They saw a bigger picture. It made me think about how employees often think feedback is only about improving their own journey and not a tool to improve the overall company.

After countless interviews and feedback sessions it has become clear employees want an environment where they are given feedback and opportunities to learn and grow.   But apparently that’s only a one way street.  I started asking candidates about the hardest feedback they’ve ever provided their manager and found most didn’t really ever do it.  I get it…  you don’t want to bite the hand that feeds you.

I also learned some employees feel people in management positions should “know better.”  Apparently people in those positions are perfect (a title change on a business card is THAT magical).  So when those managers are failing, you should grab some popcorn and watch their demise.  Because they’re managers, they should “know better.”

As a manager, I gladly take on the responsibility of being held to a higher standard. But at what point are we no longer subject to fault?  Why aren’t we worthy of feedback and opportunities to grow and learn?  Do employees really think it’s better to watch us rise and fall than help us up?

I’ve been fortunate to work with a handful of people who tell it like it is.  They’ve called me out when I’ve made mistakes or could have handled a situation better.  Sometimes they don’t even have to use words; I’ve learned what their faces say.  And I trust them.  Because there isn’t an “us” vs. “them” mentality.  And there have also been times when I’ve clearly made bad decisions, my team watched me make bad decisions, and didn’t tell me.  “Why didn’t you say something?!??!  Why didn’t you stop me?!?!?”

Don’t get me wrong…  I recognize the “ideal” employer/employee arrangement requires the manager acknowledge their personal flaws or the manner they’re perceived which is hard for most, regardless of the position.  But employees can play a significant role in their manager’s success no differently than the manager can for the employee.  Because at the end of day, we’re all on one team.

small dulce

–Dulce Bozeman, EVP

Copyright © 2016 by New Benefits, Ltd.  All rights reserved.

Why Did You Put the Banana in the Cage?

small dulceI am fortunate to be involved in almost every new employee’s training at New Benefits. I don’t just train employees who report to me; in fact the majority of employees aren’t my immediate reports. Training is valuable for many reasons beyond teaching employees how to do something. I look at training as Phase Two of the interview. I establish a relationship with them, identify their learning style, and can oftentimes anticipate what type of employee they’re going to be. Employees’ engagement in training is very telling of their journey at the company.

My latest training epiphany stemmed from being a trainee.  I needed to get into the weeds to fully understand what my new hires were going through. I’m acutely aware staff begrudgingly accepted my attendance because my presence doubled the allotted time simply because they knew I would ask why.  And I was going to document the heck out of their answers.  Learning from employees, especially those who have done the job for years, led me to ask the question –

Why did you put the banana in the cage?

In other words: Why did you just do that step? What happens to the banana? Is an animal coming to eat it? Is the banana going to rot in the cage? In other words: Is there a rational explanation for this step? What did that step do for us?

Regrettably, “I don’t know” or “because that’s what I was told to do” was a common response.  My primary focus during training is explaining the “why.”  If they click on a checkbox, I need them to understand why the checkbox exists, what it does, and who it impacts.  Otherwise they’re just putting the banana in the cage.  It’s incredibly important they know how the watch was made, not just that it tells time.  How did we get here?  What led us to make the decisions in place?  Expounding on how we operate as a business helps the new hire understand all perspectives and the flexibility that drives some of our decision-making.

In a recent conversation about a process, I was told sometimes mistakes were made because employees were rushing to get it done within a specified timeframe.  Great!  You got it done on time.  It was done wrong, but yay for getting it done wrong quickly!  Understanding both the “how” and the “why” of a process allows employees to know the end goal. Even though we have timeframes, finishing a process within this timeframe is NOT the end goal. The end goal is completing the process successfully so the next step can happen, then the next step, then the next step.

Getting into the weeds of our processes also reminded me sometimes it’s easier to put the banana in the cage and point to the individual that requested it be placed there, than to take responsibility for your own actions.  If you don’t know why you’re doing something or you’re doing something just because someone else told you to, then it’s time to rethink your role and impact you want to have on the business. dumb and dumber

Discovering why the banana is put in the cage takes longer—it’s not the easiest route. But if you are truly putting the business first, you should scrutinize each task and seek ways to improve it. At the end of the day, you have to care enough to ask the question.  It’s your responsibility. Don’t put the onus on someone else.

–Dulce Bozeman, Executive Vice President

Copyright © 2016 by New Benefits, Ltd.  All rights reserved.




I Wish You Knew How to Quit Me

small dulceWe’ve all heard the saying, “Quitters never win and winners never quit.” I used to buy into this theory, but something changed my mind. I learned quitting isn’t always a bad thing—and there is a healthy way to do it.

The art of quitting

It all started when our President, Terry Ray, suggested I read the book Mastering the Art of Quitting by Peg Streep and Alan Bernstein (Da Capo Lifelong Books 2013). To this day, this book inspires my beliefs and helps drive my approach to taking action or not taking action in and out of the office.

Sadly, far too many employees don’t know how or when to quit and they become victims of their own displeasure. This not only results in employee unhappiness; it also leads to presenteeism. As Marti explained in a recent blog, presenteeism is when employees continue to come to work while they’re suffering from illness or dealing with financial or emotional issues. They might be physically present, but they’re on auto-pilot—oftentimes producing sub-par work.

Employers share some of the blame, too. We hang on to employees too long because we feel bad or like them personally; or worse… we know it means more work for us if we let them go. In reality, we are already doing extra work to make up for that less-than-productive employee. We will be more efficient sooner if we stop putting off separating from someone we know isn’t working out. If no one is winning—the employee isn’t fulfilling their purpose and the employer is losing quality production – it’s time to let the employee go.

The relationship between employer and employee is not that different from any relationship in our personal lives.  Friends, spouses, partners… if neither one is happy or wants to be in the relationship, then why are you still in it?

Quit while you’re ahead

Everyone wins when an employee is passionate about their career and actually cares about what they do.

Personally, I’m not a quitter.  At least I try not to be.  In the worst of times I’ve told myself “every challenge is an opportunity.”  But reading this book provided a new perspective…  “Quitting permits growth and learning, as well as the ability to frame new goals. Without the ability to give up, most people will end up in a discouraging loop. The most satisfied people know when it’s time to stop persisting and start quitting.”

Quitting isn’t always bad. If you complete something just to check the box, it’s not meaningful. There is a huge difference between completing something and achieving something. People who stick with jobs they aren’t passionate about because of complacency, guilt, or fear of the unknown are only doing themselves (and their company) a huge disservice.

Just quit it!

It’s never too late to quit for the right reason. I’ve been involved in several projects that started out as a great idea—but as we discussed it more, it became clear there wasn’t a true business need. It’s easy to get attached to projects and feel like you need to check the box of completion. This is where I’ve had to stop myself and say, “It’s not worth it. Sure, we’ll complete it, but will we actually achieve something?”

Probably not.

–Dulce Bozeman, EVP

Copyright © 2015 by New Benefits, Ltd.  All rights reserved.

READY, Set, Fail!

I was recently duped into giving too much credit during a conversation with an employee.  They had a suggestion from which staff and the company could benefit (I later learned it was actually just to benefit them personally) and they wanted to present a formal “proposal.” I probed a little further and this was literally the response:

I didn’t want to spend the time putting something together if it was going to be a for sure “no.”

Aca-scuse me??!  When did we become entitled to getting everything we want?

He wasn’t willing to put in the work simply because the answer might be no?

Risky Business

Some claim they don’t take risks or put in the effort because they’re “afraid” of failing or change.  Ummmm…  no.  People embrace new and change all the time.  New job.  New car.  New house.  New haircut.  New relationships.  And none of those are guarantees.

The perspectives from which we see these opportunities makes all the difference.   And it’s the reason I’ve seen those with the greatest failures grow into successful individuals.  Thomas Edison didn’t fail.  He “just found 10,000 ways that won’t work.”

The School of Hard Knocks

It’s no coincidence people who have faced the most adversity are often the ones who excel to the greatest heights. For about a decade, I’ve had the pleasure of working with a woman who has grown with New Benefits and experienced REAL adversity, both personally and professionally.  She is one of the strongest women I know, and I’ve relied on her for years. She’s the solution girl. The one with the plan. And because she’s lived through true hardship, she doesn’t take anything for granted.

Surviving hardship and overcoming failure not only makes us appreciate what we have – it also makes us stronger and more determined. Failing is not always failure.

–Dulce Bozeman, EVP

Copyright © 2015 by New Benefits, Ltd.  All rights reserved.

What We Can All Learn from Tony Hsieh of Zappos

small dulceA few years ago, Marti Powles and I had the incredible opportunity to tour Zappos’ headquarters in Las Vegas, NV. During the tour, Marti and I were immersed in the offbeat culture of this hugely-successful online shoe and clothing retailer. Zappos was created from the ground up by the humble, yet wildly successful CEO Tony Hsieh. Hsieh has inspired millions of individuals all over the world, myself included, with the introduction of cultural assimilation in the workplace.

Hsieh has perfected the art of work/life integration as opposed to work/life balance. While the concept of work/life assimilation may not be brand new, the way Hsieh has incorporated the idea throughout his company certainly is. Hsieh makes work fun. At Zappos, employees are encouraged to find entertainment and humor in their daily work. When people have fun, they are more passionate and emotionally committed to their jobs. Employees at Zappos believe in their culture and mission, so quality output is automatic.

It Comes From Within

Obviously New Benefits is far from a retail giant like Zappos. We’re 73 employees strong, providing non-insured benefits to brokerage and consulting firms, and Zappos is, well, you get the idea. But when you peel away the layers of each business, you’re left with several key similarities: one company comprised of individuals all working to provide superior customer service.

So how did we take what we learned from Hsieh and apply it our business? First, by defining our company culture. We know who we are.  We’re a passionate group of individuals striving to exhibit flexibility, leadership, integrity, innovation and passion to each other and our clients. We aren’t just working for paychecks – our work is our play. Our culture is intentional.  We invest a lot of time up front interviewing candidates who will live our core values with the understanding culture is everyone’s responsibility, not just management’s.  I sometimes hear specific departments say, “Why does that department always get to do fun stuff?”  The strongest, most cohesive teams organically create employee engagement, they don’t just wait for it to appear.

Next, we find creative ways to incorporate the culture into daily worklife. A couple of employees recently decided it would be fun to coordinate an offsite gathering where the only rule is you have to “speak” Spanish (inspired by a co-worker who was randomly speaking in a British accent for absolutely no particular reason). This is a perfect example of employees embracing our company’s belief in work/life assimilation, while simultaneously having some foolish fun along the way.

It’s simple. Happier employees produce better work. Regardless of the size or industry, every company can take Hsieh’s philosophy into consideration and I believe Hsieh’s philosophy of cultural integration is one that should be recognized by all. He (we) believes once you get the culture right, everything else—from first-rate customer service to long-term branding—will fall into place.

–Dulce Bozeman, Executive Vice President

Copyright © 2015 by New Benefits, Ltd.  All rights reserved.

Why I’m Mad About Mentors

small dulceAnd when I say “mad,” I mean wildly enthusiastic. When I first stumbled into this business, I was barely an adult; a wide-eyed rookie just trying to find my way. Enter Terry Ray, President of New Benefits and my incredible mentor. Terry was gracious enough to take me under her wing, show me the ropes and offer me guidance, feedback and most importantly, support. She was able to see more in me than I saw in myself at the time—and I am forever grateful to her for that.

 A Special Relationship

Now I want to be clear: When I say Terry took me under her wing, I’m not implying this relationship was not always rainbows and butterflies. It was work. For years, Terry would spend countless hours revising emails, personal memos and other professional documents I composed, helping to sharpen my writing skills and make me a more effective, well-rounded communicator.

Along with the writing advice, she also taught me proper meeting etiquette. I’m talking about everything from providing just the right amount of eye contact to independently chairing a meeting. Nothing was off limits when it came to my personal growth. It was the perfect mixture of tough love, honesty and a mutual desire for growth.

The mentor/mentee relationship is a special one—and it’s not entirely painless. It involves working outside your comfort zone, providing difficult feedback, accepting difficult feedback, and taking on more than what’s required. It’s a sacrifice for both the mentor and the mentee, but I believe it’s a sacrifice worth making.

Spreading the Love

Thanks to Terry, I’ve become extremely passionate about the importance of mentors in our industry—and in any profession for that matter. I can’t emphasize enough how much impact a true leader can have on an employee who genuinely wants to grow and thrive. If you think about it, mentoring others is just another way you can invest in your company’s future.

And if you needed another reason to consider mentoring, a study published in Journal of Vocational Behavior stated professionals who served as mentors within their workplace reported greater job satisfaction and commitment to the organization as compared to those who didn’t mentor.

Hopefully you’re starting to see a trend here. Find a mentor. Be a mentor. You’ll win either way. Much like a coach, a true mentor can have permanent impact on a person’s life and career. If you develop a relationship with a leader who is committed to being your mentor, embrace the opportunity with gusto.

– Dulce Bozeman, EVP

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.

What Is Your Why?

small dulce“The goal is not to do business with everybody who needs what you have—the goal is to do business with people who believe what you believe.” – Simon Sinek

I recently watched an insightful TED Talk video called Start With Why, which challenges leaders to find their unique Why statement—the purpose, cause or belief that inspires them to do what they do. The video left me reflecting on my particular journey through my career.

I started working at New Benefits as a mere 19-year-old. I was a starry-eyed young adult with little experience but plenty of ambition. It wasn’t long before I crossed paths with New Benefits’ President, Terry Ray. She quickly took me under her wing, providing a wealth of business knowledge and advice, and became one of my dearest and most-respected friends and my mentor. She saw something in me I couldn’t yet see myself—my Why—and it wasn’t until much later I realized how fortunate I was for such a rare opportunity.

Terry believed in me and helped me define my purpose. And as the years have passed and my experience has grown, my Why has also evolved. And it turns out, unlike many who have a full-time job, for me it was never about the money.  Of course I need money, but I don’t work for money.

In every interview I conduct, I always get asked the same question, “Why do you like working here?”  My answer is simple:  the people.  I believe in our CEO.  I believe in the company.  And, conversely, they believe in me.

My Why is further reinforced when I get to witness the “lightbulb” moment of a new hire, when their training finally clicks.  When a former bartender without business experience embraces the challenges presented to him (as painful as they may be) and flourishes wearing numerous hats in the organization.  When a team unifies to support a colleague or department in need of help; not because they have to, because they want to.

My Why is part of who I am both at work and at home and drives me in every aspect of my life. Today, I lead and motivate others to succeed, hoping that they, too, will discover their own Why.

As a leader or an individual contributor, I challenge you to find your Why. Start by asking yourself these questions:

  • Why do I get up in the morning?
  • Why should I care?
  • Why am I here?

At the end of the day, if you don’t have a sense of purpose, what’s the point? Inspired individuals know why they do what they do is more important than what they do and how they do it. (Pause) Reread the previous sentence again and let it sink in. Believing in what you do and why you do it is the backbone of your own success.

Stay tuned later this week to learn more about my Why. (Specifically, why I’m mad about mentors.)

– Dulce Bozeman, EVP

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.

The Harmonious Marketer Relationship – A New Benefits Guide

small dulceI have the pleasure of working with a multitude of marketers every day. Unfortunately, many of these new-found relationships do not last. Whether this is due to miscommunication or simply a lack of passion, I’ve come to realize there is a set of desired qualities every marketer should have in order for us to have a lasting business relationship. So without further ado, meet our Mr. Right.

Dulce MarketerOur perfect marketer match is:

Open to Solutions – You’ve got the ideas. We’ve got the solutions. Trust in our company with over 24 years of experience to point you in the right direction.

Knowledgeable – An invested client is a successful client. In order for a lasting relationship to work, we can’t be an afterthought. We must become part of each other’s businesses. Our most successful partners know our industry just as well as we do, and that’s not just a coincidence.

Confident and Committed – If you say you can sell 10 thousand memberships, then let’s go get ten thousand memberships! We’re glad you’re confident, but make sure you’re just as committed to reaching these goals.

Direct with Feedback – We’re human, too. Let us know (preferably in a polite way) when we aren’t getting something right and we’ll do our best to fix the situation. Right or wrong, good or bad, we want to hear from you! It’s all about open communication.

Passionate – Our benefits could almost sell themselves, but we need you to believe in them just as much as we do. It’s important to also remember to celebrate the wins and learn from failures.

Popular and Well-connected – This is a relationship business and popularity is key. Make the introductions and we will take it from there.

Organized – Now that we’ve chosen a direction, let’s get this partnership implemented! Be realistic and set a launch date, then work backwards.

Prompt – Time is of the essence. It’s important you’re not only prompt in your responses, but also in making decisions and payments.

Do these characteristics describe you to a T? If you’re a marketer, I believe it should. And if not, let’s work together to get you there.  Because let’s face it, the honeymoon phase can’t last forever.

– Dulce Bozeman, EVP

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.



Introducing the New Benefits eBook!


Our eBook captures the thoughts and opinions of senior leadership at New Benefits including CEO Joel Ray, COO Marti Powles, EVP of Global Sales Brian Latkowski and EVP Dulce Bozeman. This first issue is a collection of the blogs and infographics published here on blog.newbenefits.com from July through August 2014.

Created for our marketers and prospects, the blogs discuss current events and trends related to the non-insured benefits industry. Subscribe with your email address, so you’ll never miss out when a new blog is published. 

Treat your Body Like a Maserati

small dulceI train every new hire at New Benefits and recently had the opportunity to work with a young millennial.  I quickly realized the training curriculum I’ve used in the past was going to be meaningless to this new employee as he knew nothing about the healthcare industry. Or did he?

I braced myself for what I was certain would be a long training session. As we began discussions about healthcare benefits, he suddenly said, “So, this is like my car insurance.”  Ummmm…YES!!!!

This young man understands his auto insurance deductible and the importance of car maintenance. He also knows he doesn’t want to get a traffic ticket and have it go on his record (which would increase his premiums) and that he shouldn’t file door dings with his insurance carrier (that would be a really expensive door ding). When he does need to tap into his insurance policy, he realizes how important it is to shop around for the best price to prevent out-of-pocket expenses.  Lastly, he understands why he’s considered a bigger risk and his premiums are higher.

Insert my “AHA!” moment here.  As I discussed benefits with this new hire, I realized consumers aren’t as powerless or as unfamiliar as they think when it comes to the healthcare system.  They just rarely apply the logic they’ve used on cars to themselves.  But when you think about it, we’re just another kind of machine.

Slight cough?  Don’t run to the doctor, which is the equivalent of filing a claim for a door ding.  Try over-the-counter remedies.  Or better yet, use a telehealth service with 24/7 access to a board-certified physician who can diagnose and prescribe any necessary medications at no cost.  As much as you like your insurance company and they like you, they don’t want to hear from you if at all possible. Plus, you won’t have to miss work, and your boss will love you even more!

A vehicle is a big investment, and we’ve been conditioned to take care of our valuable possessions. (For example, we buy the slimmest smartphones only to cover them with a clunky protective case. Hello?)  You rotate tires and perform the scheduled maintenance on a car because you want to keep it running smoothly.  So, shouldn’t we care for and invest in our bodies just as purposefully?  It’s incredibly important to stay healthy, both in mind and body.  In addition to telehealth, consumers can also control their healthcare dollars by using wellness portals to improve overall wellbeing and health advocacy to fully understand their healthcare options.

You’re not just waiting for the opportunity to use your car insurance.  It’s there when you really need it.  The increase in high-deductible plans is making consumers think twice about how and when they’ll use their health insurance benefits.  Consumers are educating themselves to make smarter healthcare purchasing decisions, and discount benefits help pay for those human “oil changes” and “tire rotations” that keep you running like new.

So it turns out the 19-year-old trainee knew more about healthcare than either of us thought.  In its most basic form, healthcare is his responsibility, too.

– Dulce Bozeman, EVP

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.



Looking for Answers, Finding Solutions

small dulceAt New Benefits, we don’t have all the answers. In fact, I’d go so far as to say we believe answers don’t really matter.


Say what??

 Answers vs. Solutions

An answer is defined as:

  • something you say or write when someone asks you a question
  • a response to a question that is meant to show whether or not you know something
  • the correct response to a question

On the other hand, a solution is:

  •  something that is used or done to deal with and end a problem
  • the act of solving something

In today’s fluctuating benefits industry, a solution is a million times more valuable than an answer. The answer is the answer is the answer. But is it a solution? Answers can satisfy immediate needs—but solutions have long-term effects. Solutions allow businesses to expand, innovate and flourish.

Take Nordstrom for example. Notorious for service (not to mention the cause of a little shoe obsession I won’t get into here), Nordstrom manages to turn me into a buying customer virtually every time I visit their store.  How?  They have what I need before I’ve even realized I needed it.

If I want a specific pair of shoes in a size 6 and they don’t have it, they do the following:

  • Offer to order the pair from a different store and ship it to me for free
  • Bring me shoes that look like the pair I wanted. I didn’t even know I wanted that other pair instead!

The answer is they don’t have a size 6 for me at that time.  The solution is these other options, which will result in me buying a pair of shoes right then and there.

I use this example in interviews and with new hires because this is my expectation.  New Benefits is the Nordstrom of the discount industry.  Solutions keep ‘em coming back.  But answers? Eh…not always.

Shades of Grey

I saw this question somewhere, and it stuck with me: “Do you want to be right or do you want to be liked?”  We want to be both!

I highly encourage our staff to operate in the grey. After all, the grey area is the place where solutions are born.  Black and white just doesn’t work for us; and answers derived from the confines of a snug, little box are oftentimes short-lived.

Martin Luther King, Jr. said, “Rarely do we find men who willingly engage in hard, solid thinking. There is an almost universal quest for easy answers and half-baked solutions. Nothing pains some people more than having to think.”

–Dulce Bozeman, EVP

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.

Hello. My Name is Dulce and I am Addicted to Change

small dulcePlenty of people claim they embrace change, but we all know most of them are stretching the truth. I can tell you without hesitation that we not only embrace change—we’re addicted to it. We’ve continued to grow because flexibility is one of our core values, and we know the only way to consistently meet the needs of our customers is to change.

We establish close relationships with our brokers, and they feel comfortable telling us how we can improve our products and services. No matter how difficult it may be to hear at times, we always listen attentively to each suggestion and work toward fulfilling their requests. Benjamin Franklin was on to something when he said, “When you are finished changing, you’re finished.” Well, we’re nowhere close to being finished.

Welcome to Your New Reality  

The employee benefits industry is undergoing significant transformations right now—and there’s more change coming. Of course, change is constant and inevitable in every industry, so why fight against the turbulent currents of change when we can accept these changes and shape them into valuable opportunities?

Karl Schoemer, founder and president of VisionQuest Solutions, offered wise words during his keynote presentation at the 2013 Benefits Selling Expo. “The dust is never going to settle,” he emphasized. “For those who are waiting for things to go back to the way they were in the good old days, it’s never going to happen.”

When organizations and brokers embrace change immediately and whole-heartedly, they’re more likely to survive and thrive in our ever-evolving industry.  Trust me.  I’ve seen it happen.

“But Why?” 

I love that question (unless asked by an adorable and inquisitive toddler)! Some of the most significant positive changes in our organization have evolved from that simple question.  If the need is there, let’s make it happen.  If something is no longer producing the desired result, we stop.  That’s all change.

I will never forget a banner prominently displayed in my high school library. It read: “Not to know is bad; not to ask is worse.”  Years later, I still apply that logic.  Curiosity is an incredible tool, and I encourage staff to care enough about the business to be curious.  Incredible and innovative ideas have been born by simply asking, “Why?”

If Nothing Changes, Nothing Changes

In today’s fluctuating benefits world, the businesses that embrace change will gain an edge on the competition. On the other hand, those who just sit back, wait for the “dust to settle” and refuse to adapt won’t survive. Yet simply dealing with change isn’t enough—we have to take the reins, steer the change and use it to our advantage.

Philosopher Alan Watts once said, “The only way to make sense out of change is to plunge into it, move with it, and join the dance.” At New Benefits, we’re hitting the dance floor. And we believe our willingness to embrace change and join the dance results in a beautiful and exciting cha-cha!

— Dulce Bozeman, Executive Vice President

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.

Finding the Right Cultural Fit for Your Staff

small dulce  At New Benefits, we spend a great deal of time and effort pinpointing the right staff for our organization. While a candidate’s skills and experience are important, we’re focused on finding the right cultural fit as well.

What exactly does that mean? To me, it means hiring people who demonstrate the desire to be part of something bigger than themselves. I’ve literally grown up at New Benefits, and I am genuinely passionate about this company. But it doesn’t matter how passionate I am if my staff doesn’t share the same zeal and enthusiasm.

If The Shoe Fits…

By now, you’ve probably heard of the online retail giant Zappos. (If you haven’t shopped for shoes on their website, you’re really missing out!) Zappos is renowned not only for superior customer service, but also for its unwavering commitment to a positive company culture.

Based in Las Vegas, it’s no surprise why Zappos falls near the top of Fortune’s “Best Places to Work” list year after year. CEO Tony Hsieh has built an incredible company culture that thrives on collaboration. Hsieh even asked all of his employees to weigh in on the company’s ten core values, which the organization lives and breathes daily.

Our company has also spent countless hours and poured untold amounts of blood, sweat and tears into building a unique and powerful culture. This is why it’s critical we hire employees who fit into our distinctive philosophy like a glove. We’re constantly on the lookout for folks who will commit to our organization and truly take pride in their contributions.

Skills Don’t Always Pay the Bills

As Executive Vice President, I oversee the day-to-day tactical operations of New Benefits, and I’ve conducted my fair share of employee interviews over the years. When I sit down with a candidate, I often tell them the interview goes both ways. Not only are we interviewing the candidate, but the candidate is also interviewing us. In order to make a match, it has to make sense for both of us.

Ultimately, all candidates are a gamble. We win some, we lose some. But one thing is certain:  We never compromise our expectations. At the end of the day, we strive to align ourselves with staff members who will embrace our culture and want to be a part of our journey.

For me, culture is my greatest focus. That’s because I know employees who understand and fit into our philosophy will not only love their job—they’ll also produce exceptional work. I’m genuinely committed to the employees here. After all, they aren’t just my staff—they’re my friends. Far too often, business leaders forget the most important aspect of hiring: finding people you actually enjoy spending time with. I’m proud to say we’ve accomplished that at New Benefits.

Tune into my next blog to learn why we at New Benefits are addicted to change.

Copyright © 2014 by New Benefits, Ltd.  All rights reserved.