The benefits evolution is here: 

There was a time when “we offer medical, dental, and vision” was enough. 

But today? 

That’s just the baseline. 

As healthcare costs continue to rise and life gets more complicated and complex, employees are actually looking for more than basic coverage. 

They want support that reflects the full human experience. 

A good insurance plan can help keep people healthy, but it won’t reduce burnout, ease financial stress, or even help someone care for an aging parent.

📣 Employees are looking for more!!

And I think it’s less out of entitlement and more out of necessity. 

Meanwhile, I know HR teams feel stuck between rising benefit costs and the pressure to keep budgets lean. 

But here’s the thing… the right benefits don’t just cost money, they ALSO save it in retention, engagement, and productivity. 

Shocker to no one reading: investing in support that actually meets employee needs pays off long-term!!! 

So, what does “modern support” actually look like??

Modern needs require modern support:

Employees need support across multiple dimensions and not just when something goes wrong.

Modern support is all about that. 

So what does that look like?

💸 Financial wellness: Financial insecurity is one of the leading causes of stress and when employees are stressed they can be distracted, disengaged even more burned out. Helping employees get better control of their finances can be an incredible benefit to help with their wellbeing. 

This could look like:

• Emergency savings programs
• Student loan assistance
• 401(k) matching 
• Access to financial coaching

Companies to check out: 

• Candidly
• Origin
• Northstar

📚 Career & learning support:  WE ALL KNOW employees crave growth and they’ll leave if they can’t find it. And with the implosion of AI it’s even more important for companies to invest in upskilling and continuous learning. When employees feel invested in, they’re more likely to invest back.

This could look like:

• Tuition reimbursement
• Professional development stipends
• Coaching and mentorship

Companies to check out: 

• Maven
• Guild
• Bravely
• Boon 
• Skillcycle 

🧠 Mental health & emotional care: Mental health is beyond critical during these times and all times honestly. Employees want care that is proactive and personalized. 

This could look like:

• Therapy stipends
• Burnout prevention workshops
• Mental health days or quarterly “reset” days
• Meditation or mindfulness app subscriptions

Companies to check out:

• Spring Health
• Lyra Health
• Modern Health
• Calm 

🏡 Life-stage & lifestyle support: We don’t just drop off our life circumstances when work begins. From things like fertility journeys to caregiving to menopause, employees want benefits that reflect the things they’re really going through. 

This could look like:

• Fertility care
• Menopause support
• Gender-affirming healthcare
• Family building support 
• Caregiving benefits
• Pet insurance

Companies to check out:

• Maven Clinic 
• Carrot Fertility 
• Cleo 
• Folx

The bottom line: Consider what gives employees the ability to feel supported, seen, and successful. Inside AND outside work. 

The benefits makeover: 

Listen you don’t have to blow up your whole rewards strategy but you have to be intentional about what you’re offering. 

Start with one simple action: ask your people what they need. 

I KNOW WILD SUGGESTION RIGHT!

But here’s the thing, if you cannot offer anything else at the moment be clear with your employees about that! The worst thing you can do is ask what they need, not deliver, and not explain anything as to why. 

Spoiler alert: The best benefits packages will evolve with your workforce. If you’re offering the same year over year with little change, things might be outdated…

Other ways to jumpstart your benefits makeover:

Look at usage data! Where are people opting in or ignoring? 

Revisit your offerings and ask yourself what feels outdated? What’s missing?

Don’t forget to socialize and explain your benefits. People can’t use what they don’t know exists. I had our broker run a call with the company to do this because sometimes it’s nice for employees to hear it from someone else!

➡️ Even small changes can go a long way in showing you’re listening and adapting.

✍️ Here’s a checklist you can use as you begin to go on your benefits makeover journey. 

Loud signals:

Your benefits can be one of the loudest ways you show your people they matter. 

In a world where employees are tired of being treated like headcount or lines on an Excel sheet, your benefits can reflect that they are more than that. 

Back to the theme of this whole quarter… your employees want more support! 

Next week, I’m wrapping up this quarter about what employees want.