2. Differentiate in high-turnover industries and roles
Your perceived value as an employer relies on having a diverse selection of benefits and wellbeing support. As the talent market heats up, especially in high-turnover industries and roles, your company needs to stand out. Workers ranked better than average benefits as the second most important employer differentiator, behind better than average pay.
More workers are reaching for wellbeing programs and tools, like remote work support, financial wellbeing programs, and personalized support resources, and 80% of employees who have virtual wellbeing events available through their employer say it’s valuable.
Once you have a comprehensive package in place, employee communication and engagement in that package becomes critical.
3. Align with lower-income employees’ needs
Lack of education around benefits plans costs your lower-income workers more than their higher-paid counterparts. The growing cost of healthcare has caused 1 in 2 employees to avoid health care services (or seriously consider it), leading to higher claims costs when conditions become more serious. Guidance around benefit offerings can improve participation and enrollment in underutilized and low-cost plans.