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Changing workforce expectations and demographics mean most employers need to consider how those dynamics impact their ability to staff at all levels and keep those employees engaged.
Employee benefit and total reward programs are an essential asset within an employer’s recruitment and retention strategy. However, because there are operating costs to keep in mind, it is important to use your resources to provide those benefits which employees care most about.
Beyond traditional benefit programs, there are many other considerations your organization should include in your strategy such as:
Long-term benefits planning and a regular check-and-adjust of your total rewards program is critical. It’s also important to conduct your own research and regularly solicit employee feedback as an additional datapoint in your decision-making process when reviewing your recruitment and retention strategy. While it is impossible to meet every individual’s needs, there are benefit strategies that can provide more choices to all staff (including executives) while still managing costs.
Contact your Risk Strategies representative or firstname.lastname@example.org and get the insights that help you see the way forward. Ask for our whitepaper, Benefits Strategy Planning in Today’s Economic Headwinds, and learn how to rethink your strategy to meet recruitment and retention goals.