7 benefits employees can use outside of open enrollment

Employers should consider challenging the traditional view of open enrollment for things like health insurance and retirement plans as a unique or special part of compensation.While these are helpful as a baseline for employee benefits, many employers have them. They’re easy to take for granted and don’t help much with important things like employee loyalty.

When open enrollment ends, benefits tend to fall by the wayside.If an employer wants to retain employees, they should think beyond these basics and consider perks that continue to have an impact throughout the year. When an employer is willing to build a benefits package that includes everyday value, it shows their appreciation for their team.

If they can show that they’re being intentional when they’re setting up a package, that’s even better. When an employee feels seen and valued through the specifics of their benefits, it sends the message that management and HR teams don’t just want to give them more random stuff.They want to give them something with a personalized sense of value that helps them juggle things like everyday expenses and wellness. Work-life balance is a particularly important trend right now, too.

More and more research points to lost productivity from burnout, and things like health events can hurt employers and employees alike. In other words, if an employer is going to expand their benefits package, they need to do it with something that holds genuine value.If leaders want their employee benefits to boost retention and build loyalty from their staff, they need to make sure they’re being intentional at every step.With that in mind, here are seven benefits companies can use, along with basics, like a solid health plan and good 401(k) match, to build a benefits package that draws people in and makes them never want to leave once they’re in the building.One of the most consistent employee benefits is corporate discount programs.

These offer packages that include specia...