The key is raising your visibility and staying top of mind when people have a need and are seeking a solution. How does the benefits professional do it?

As a benefits professional, you want to be part of the solution, not part of the problem when your cash-strapped business-owning client find themselves in a difficult situation, facing reorganization and layoffs.

About half of millennials (56%) and Gen Z talk (49%) about money regularly, compared to 22% of baby boomers, according to CNBC, but employers can encourage employees by offering financial education.

The compensation employees receive is more than the number on their paycheck – 401(k) matching contributions, student loan repayment, employee stock purchase or employee discounts can add up to $10,000.

Stock options give every employee the ability to become a part owner of a company but members of the management team might be at greater risk because a larger percentage of their compensation might be in stock.

While most employees would stay put if an employer provided financial advice, employers need to segment their employees to address particular needs: Who wants a live webinar? Who wants personalized in-person advice?

With employee burnout driving high turnover, a growing number of firms offer paid or partially paid leave, but careful thought needs to go into designing and implementing how health coverage and 401(k)s fit into the picture.

Certain accommodations, such as leaving early or providing breakfast or lunch, are often needed – and much appreciated by employees – during those brutal stormy days.