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Most Popular Employee Benefits

Posted by Insightlink on 04/04/23

Employee benefits are an important factor in attracting and retaining talented employees. Companies that offer competitive benefits packages tend to have more satisfied and loyal employees. So what are the most desirable benefits according to workers?

employee benefits

Photo by Jeremy Thomas on Unsplash

There are many different types of employee benefits that companies may offer to their employees, but some of the most popular ones include: 

  1. Health insurance: This is one of the most common and important employee benefits. Health insurance helps employees pay for medical expenses such as doctor visits, hospitalization, and prescription drugs.
  2. Retirement plans: Retirement plans such as 401(k)s or pensions help employees save for their retirement and provide financial security for their future.
  3. Paid time off: Paid time off (PTO) includes vacation days, sick days, and personal days. It allows employees to take time off work without losing pay.
  4. Flexible work arrangements: Flexible work arrangements such as telecommuting or flexible hours allow employees to have a better work-life balance.
  5. Wellness programs: Wellness programs such as gym memberships, health coaching, or mental health support can help employees maintain their physical and mental well-being.
  6. Parental leave: Parental leave allows employees to take time off work to care for a newborn child or newly adopted child.
  7. Education assistance: Education assistance programs such as tuition reimbursement or student loan repayment assistance can help employees further their education and career development. 

What about intangible benefits? 

In addition to tangible benefits such as health insurance and retirement plans, there are many non-tangible benefits that employees value. Here are some examples:
  1. Recognition and appreciation: Employees appreciate being recognized and appreciated for their hard work and contributions. This can take the form of verbal praise, public acknowledgement, or even small tokens of appreciation such as gift cards or company swag.
  2. Opportunities for growth and development: Many employees value the opportunity to learn new skills and advance their careers. This can be achieved through training programs, mentoring, or stretch assignments.
  3. Work-life balance: Employees value the ability to balance their work responsibilities with their personal lives. This can include flexible work arrangements such as telecommuting or flexible hours, or even just a company culture that encourages employees to take time off and prioritize their well-being.
  4. A positive work environment: A positive work environment can include factors such as a supportive and collaborative culture, a sense of purpose or mission, and a commitment to diversity, equity, and inclusion.
  5. Opportunities for community involvement: Many employees value the opportunity to give back to their communities through volunteerism or other forms of social impact. Companies that offer opportunities for community involvement can help employees feel more engaged and fulfilled in their work.
Overall, non-tangible benefits are important for creating a positive and engaging work environment. Companies that prioritize these benefits can create a more loyal and motivated workforce.

Do younger workers have different feelings about employee benefits?

Yes, Generation Z and Boomers tend to have different preferences when it comes to employee benefits. Here are some key differences:
  • Flexible work arrangements: Generation Z tends to value flexible work arrangements such as remote work and flexible hours more than Boomers. This may be due to the fact that many Gen Z workers grew up with technology and are comfortable with virtual communication, while Boomers may be more used to traditional office environments.
  • Professional development opportunities: Gen Z workers tend to value opportunities for professional development and career growth more than Boomers. This may be due to the fact that Gen Z workers are just starting out in their careers and are focused on building skills and advancing quickly.
  • Mental health support: Gen Z workers tend to prioritize mental health support, such as access to counseling and mental health resources, more than Boomers. This may be due to the fact that Gen Z workers are more open about mental health issues and value a company culture that prioritizes well-being.
  • Social responsibility: Gen Z workers tend to place a higher value on social responsibility and environmental sustainability than Boomers. This may be due to the fact that Gen Z workers grew up in an era of increased awareness around social and environmental issues, and are more likely to prioritize working for companies that align with their values.
Overall, companies that want to attract and retain Gen Z workers may need to offer a different set of employee benefits than those that appeal to Boomers. This may include more flexible work arrangements, a strong focus on professional development, and a commitment to social responsibility and mental health support. 
Do you ask your employees how they feel about benefits? Our 4Cs Employee Survey covers attitudes to benefits and compensation in detail. Call us today if you'd like to find out more.
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