Five years ago I was working with a client, reviewing their employee survey results. The data indicated that many employees were unfavorable to the employee benefits offerings. In discussing what should be done the CEO said to me: “I wish our benefits could be better, but I think they’re good enough. I know it might be a thorn for some of our staff, but I don’t think people are disengaging and leaving over this.”
At that time, this CEO could have been right. Our studies then indicated that benefits were a moderate driver of engagement. Fast forwarding five years to today I can tell you employee perceptions about benefits have risen much higher as a driver. In fact, we now see it as one of the six most important drivers that an employer must address.
- Are your benefits “just good enough”?
- What could you do to help employees know that you genuinely care about their well being, now that we know it is a more significant driver?
- What low cost, or no cost, actions can be taken, given our current economic challenges?
Mark Hirschfeld 
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