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Employers looking to attract engage and retain Generation Y workers need to do their homework to see what makes this demographic group tick — their preferences and communication styles, especially when it comes to benefits.
According to a new white paper from Colonial Life, HR/benefits professionals can craft benefits effective programs by understanding several Gen Y traits:
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Advisers who treat absence as a strategic discipline, not a vendor handoff, will have a stronger story to tell and a more valuable role to play.
In addition to finding success with a self-funded model, an in-house program gives Fello's employees access to cost-free primary and urgent care.
Transamerica Institute finds more middle-class workers expect to fund retirement through 401(k)s and other savings, but financial pressures could derail those plans.
Collaboration between employers, brokers and third-party administrators will be essential to developing customized, cost-effective and employee-friendly solutions.
At AI-powered security company Verkada, offerings like backup care, commuter assistance and lots of in-office perks make it less complicated and more appealing to come into work.
