Committed, focused, productive, contented, engaged. Employers look for these qualities in job applicants. They want workers who will care about their work and want to contribute to the success of the business. But for employees to engage with their work, employers must focus on caring for their team members in five areas of wellbeing[1] Gallup has defined through extensive research. Employee benefits is one component of wellbeing, because it plays a significant role in employees' satisfaction with their work. Consider five ways benefits can enhance employee engagement:

  1. Express appreciation – Employees are employers' #1 business asset. In addition to the products and services offered by the company, employees differentiate a business from competitors. The benefits package is one way employers can express appreciation for the contributions employees make to their business.

Benefits should help employees take care of their health and personal needs and those of their dependent family members. When this area of life is addressed, employees can put worry behind and focus on work and other things they value.

Research shows that benefits packages connect employees to their employer, which keeps turnover low. One study showed the benefits package was a major reason why employees stayed with a company[2].

  • Reinforce camaraderie – When employees are assured their benefits will meet their needs, morale is higher, and workers are supportive of each other. And when employees are content in other areas of their lives, they overlook idiosyncrasies and work together to help the business succeed. This positive attitude spills out into the business atmosphere and leaves a positive impression on business partners and community members. Customers are drawn to the business and quickly become loyal.
  • Demonstrate concern – In today's market, the traditional one-size-fits-all benefits plans will not meet employees' needs. Most employee groups are composed of a mix of ages, interests and expectations. The benefits older workers value may not be those preferred by younger employees.

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