Tips for attracting, retaining, and engaging top talent
Employee benefits are no longer just extra perks; they’re an essential part of attracting and keeping great employees. A thoughtful benefits program can help create a workplace where employees feel valued and motivated. Here’s how offering the right benefits can make a difference for your team and your business.
How benefits help employees stay and succeed
When benefits meet employees’ needs, they are more likely to stay with their jobs. In fact, 73% of employees say they’d be more likely to stick with their company if their health insurance options were better.[1]
Offering benefits isn’t just about adding more: it’s about choosing benefits that align with your team’s needs. Employees who feel cared for are more likely to stay with their current company. Research shows that employees who believe their company cares about their well-being are 69% less likely to look for a new job.[2]
Employee benefits for every generation
Today’s workforce spans four generations, each with different needs and priorities. Understanding these differences will help you create a benefits package that works for everyone:
- Gen Z (ages 26 and under): This group values mental health support and flexible schedules. Including these benefits can help them stay motivated and engaged.
- Millennials (ages 27–42): Many Millennials are focused on paying off student loans and building financial stability. Programs that support student loan repayment or financial wellness can help them move toward these goals.
- Gen X (ages 43–58): This group is often balancing responsibilities for both children and aging parents. Flexible schedules and caregiving benefits can help them manage these challenges.
- Baby Boomers (ages 59–77): Boomers are focused on preparing for retirement. Retirement planning resources and preventive health benefits can help them work toward financial security as they approach this next stage of life.
By offering benefits that align with each generation’s priorities, employers can create a supportive workplace for all employees.
Retirement planning and financial wellness
Retirement benefits are a top priority for both employers and employees. Most companies offer traditional 401(k) plans, and many include matching contributions, which are essential to helping employees save for the future. However, a common gap is access to personalized guidance—only 49% of employers offer retirement planning or investment advice.[3]
This is where we can make a difference. We don’t just help you strengthen your plan; we help employees have access to experienced advisors who can help them make informed decisions for their financial future.
A simple plan for better benefits
To help employees get the most out of their benefits, employers can focus on three key areas:
- Personalization: When employees can choose benefits that fit their unique needs, they feel more valued. This could include options for health, financial, and family support.
- Education: Many employees don’t fully understand the benefits available to them. Clear communication and ongoing support can help them make the best choices for their situation.
- Whole-person support: Benefits that address mental, physical, financial, and social well-being can help employees in every area of their lives. This might include programs for mental health, financial literacy, and caregiving.
Moving forward together
Great benefits can help create a workplace where employees feel supported and motivated. When benefits align with employees’ needs, they are more likely to stay and thrive. Whether it’s helping Millennials with financial wellness or supporting Boomers with retirement planning, the right approach can make a lasting impact.
By focusing on thoughtful, well-rounded benefits, employers can build a positive workplace that helps employees work toward their personal and professional goals—while also strengthening the organization.
Greenspring Advisors
One West Pennsylvania Avenue, Suite 500
Towson, Maryland 21204 | 443-564-4600
This information was developed as a general guide to educate plan sponsors and is not intended as authoritative guidance or tax/legal advice. Each plan has unique requirements, and you should consult your attorney or tax advisor for guidance on your specific situation.
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[1] MarshMcLennan Agency. “Employee Health & Benefits Trends: The Evolving Workforce.” 2024.
[2] MarshMcLennan Agency. “Employee Health & Benefits Trends: The Evolving Workforce.” 2024.
