Benefits Think

Employees today want more than a paycheck and a time stamp. They want to feel valued, engaged, and able to learn new skills and take on greater responsibility. What they need is a pathway to become leaders.

Using a data-driven approach will produce better results and at a lower cost.

Together, innovative offerings can create an impactful suite of financial benefits.

Employers can help level the playing field by adopting an Individual Coverage Health Reimbursement Account, which will allow them to customize their benefits and avoid subsidizing coverage for segments of the workforce.

Given employee demands and the surge of anxiety and depression, if your company doesn’t offer support for mental healthcare, now is the time to start.

Strategies include implementing a matching program or student loan management solution to help pay down debt, as well as a 529 plan for parents saving for their child’s educational future.

Recovery friendly workplaces understand that stable employment is an essential component of long-term recovery.

It starts with rejecting subjective concepts and demanding objective pricing metrics.

One of the best ways to navigate the Great Resignation and attract premier talent is to understand the current state of the employment market and how it has changed.

Stale offerings that no one actually uses won’t move the needle on talent management, but earmarking an allowance for expanded options will spark interest and manage costs.