Benefit management

Rewards expert Bob Nelson discusses why employers struggle with employee reward and recognition, why old-school strategies like years-of-service awards don’t work and why Generation Y seems to need so much feedback.

Two Midwestern employers, Twin City Pipe Trade Services Association and the Midwest Employee Benefit Funds Coalition offer suggestions for building engaging health fairs for employees

Buck Consultants estimates the average salary increase in 2013 will be 3%, and two-thirds of surveyed companies plan to focus on retention, not hiring.

A Mercer survey suggests that, as employee engagement stalls, work-life balance could be the difference between keeping or losing top talent.

From increasing involvement and understanding of benefits during the open enrollment process to guiding a plan participant through a wellness program, interactive technology is becoming an ever more important and prominent part of the employee benefits communication package.

Dr. Nazneen Razi, the chief HR officer for the parent company of Blue Cross/Blue Shield, says there are common traits among those succeeding in the new global environment.

Romney and Obama’s teams both try to spin the most recent batch of unemployment data, and one index has consumer confidence hitting a five-year high.

The Department of Labor reports that the employment cost index increased by 0.4% in the third quarter, with benefits costs rising by the most since the first half of 2011. Many economists believe spending could soon take a hit if worker pay holds steady.

A Benz Communications survey shows that while employers believe more frequent communication about benefits is desirable, few are achieving this goal.

Aflac releases research showing employees who understand their benefits are more loyal to the organization and more engaged

Experts at a Benefits Forum & Expo outline strategies employers can use to better engage multiple generations in their benefits

Interactive tech can help an employee better understand benefits at the beginning and guide them through the program, maximizing information and engagement.

HR professionals with companies ranked by the Principal Financial Group as among the most financially sound for employees say getting workers to grow with a firm is the best strategy.

The Employee Benefit Research Institute says even high-income workers are more likely to retire comfortably if they start their 401(k) with bigger bites.

A new Towers Watson survey indicates that U.S. employers think their defined contribution plans are misunderstood and underutilized, despite auto-features and education efforts.

Robust financial education programs can help employees address student loan debt, an issue that affects all generations of, not just new graduates.

Successful mentoring programs allow relationships to develop naturally.

Kristi Mitchem, senior managing director and head of global defined contribution for State Street, offers five tips for employers to help engage employees in retirement saving and planning.

Communication pros Jennifer Benz and Deborah Bosley offer advice on how to translate benefits jargon into plain English.

Employers are prohibited from requesting or purchasing DNA information, such as predisposition to a certain illness, from workers, but employees can offer it up, potentially putting themselves in protected status.