In the wake of the Great Reshuffle—the mass movement of workers to jobs that prioritize their needs—and macro trends like the tight labor market, attraction and retention are top of mind for employers. Employee attraction and retention is a top priority for many companies today.
In fact, according to Zywave’s 2022 Attraction and Retention Benchmarking Overview, over 75% of employers consider employee attraction and retention to be among the top-five business challenges for their organizations.
As a result, many employers are expanding and enhancing their benefits offerings to remain or become more desirable to employees.
Four trending benefits that may be advantageous to employee attraction and retention efforts:
1. Telemedicine
Easy access to health care is very important to employees. Throughout the COVID-19 pandemic, many people turned to telemedicine, and it’s not going away anytime soon. Telemedicine is not only convenient for employees, but it can also help employers; for example, it cuts down on time employees may otherwise spend away from work commuting to physical doctors’ offices. Especially as health concerns surrounding COVID-19 linger, it’s essential that employers ensure employees can access health care services in ways that are convenient for them. Otherwise, workers are likely to seek out employers who will help them do so.
2. Flexible Work Arrangements
Alternative work models such as remote and hybrid work are also in high demand. Workers grew accustomed to the flexible work arrangements they had during the pandemic, and many want to keep them. Where possible, it’s beneficial to consider allowing remote or hybrid work to those who prefer it. Now that many roles have been successfully performed remotely, employees know that if their employer will not offer this flexibility, others will.
3. Competitive Compensation
With the Bureau of Labor Statistics reporting in June that inflation is at 9.1% year over year, its highest level since 1981, the prices of daily essentials have greatly increased. As a result, many employees are looking for more competitive compensation packages to help them afford the increased cost of living. Zywave reported that 83% of employers found competitive compensation to be a top priority for workers during the hiring process. In response to this, employers who are able may want to consider increasing salaries to at least partially match the inflation rate. Alternatively, employers can offer stipends for essentials such as groceries and gas if salary increases are not in their budgets.
4. Career Development Opportunities
Employees are not just interested in securing a job they have the skill set for; they also want to develop new skills. According to Zywave, 41% of employers consider addressing current and future skills gaps a top-three attraction and retention challenge.
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