The demographic makeup of your staff will largely determine which employee benefits you offer. Older workers, for example, are usually concerned with retirement savings accounts and will therefore appreciate such services much more than others. On the other side of the coin are personnel just beginning their working lives, and they deal with a much different set of concerns.
One of the most pressing is student debt. The cost of obtaining an education has been on the rise for some time, and quite a few young Americans are fearful they won't be able to pay off their loans in a timely fashion if at all. However, employers can leverage this situation by offering improved benefits, particularly if they make use of the services of an employee benefit specialist.
Offering additional training can alleviate the stress young employees experience since becoming more educated can lead workers to move up career paths that will eventually let them pay off their loans. Many companies choose to subsidize classes or training sessions that will benefit a company and its staff at the same time. An employee benefit consultant can help to set up a program of college matriculation or night classes that will be particularly helpful for certain organizations.
Another way to make debt a centerpiece of a benefit package is to simply have employee benefit advisors give financial advice to young personnel. The most difficult part of paying off a student loan is often related to the inexperience people have with credit and payments. Deferrals, consolidation and lender communication don't come easily to employees, especially if they didn't study finance or economics in school. As such, the services of a benefit advisor can be quite sought after by young employees who don't know where else to turn. Attract them with your staff's expertise and experience while flushing out your organization's benefit offerings to attract the best candidates for any position.
