Editor's note: We'd like to thank Ann Lloyd ofCheuseAvingSuide.comfor collaborating with us on this week's blog post.
Employee benefit offerings can be powerful motivational tools. They can help steer workers to new opportunities or drive loyalty to current organizations. This has never been more true than in today’s hypercompetitive job market.
But as we discussed recently, offering robust and generous benefit programs isn’t enough. Employers must communicate these programs clearly and concisely since研究显示令人困惑和复杂的福利计划可以是压力诱导 - 以及目前员工和未来的人才前景的真正关注。
One of the main issues weighing heavily on workers, particularly those who are younger and/or in low-wage jobs, is that of money. Benefits, after all, can be quite expensive, depending on how generous or stingy an employer chooses to be.
Here are some best practices for employers to use when coaching more cost-conscious employees through the benefits enrollment process.