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Here’s How to Help Workers Stay.īut what about part-time workers who may not qualify for a company’s insurance plan? Or low-wage workers who can’t afford to participate?Ĭompanies have a tough time attracting and retaining this population of workers. Among employees of companies with 20 to 49 employees, 74% indicate that health insurance would influence them to accept a role at a new company.Īlso read: It’s The Great Resignation and Your Business is Cash-Strapped.

ADP survey: Sixty percent of employees named healthcare as the most important benefit they considered when deciding to accept their current job, far outpacing all other benefits.

LinkedIn survey : The benefits that employees care about the most are health insurance.

Glassdoor’s Employment Confidence Survey : About 60% of people report that benefits and perks are a major factor in considering whether to accept a job offer, with 80% claiming that they would choose additional benefits over a pay raise.

Society for Human Resource Management : Companies that use benefits as a tool for recruiting and retaining talent reported better overall company performance and above-average effectiveness in recruitment and retention compared with companies that do not.

Why? Because studies show that competitive benefits packages play a huge role in attracting and retaining workers: You’re a broker, not a hiring manager.īut with business owners scrambling for ideas, brokers are uniquely positioned to help companies leverage benefits to attract employees. If you’re an insurance broker who works with businesses, this may not seem like your problem. Pay close attention to how well your clients are attracting and retaining staff And keeping people at their jobs is also tougher than ever, with quit rates at an all-time high.

But the labor supply remains weak, making hiring even more competitive. The overall unemployment rate fell to 4.6%, with leisure and hospitality leading job creation. October Jobs Report beat expectations, showing that employment has roared back to pre-pandemic levels. Let’s start with understanding the seismic shift in labor dynamics and how this affects your clients. More ways to engage all of their existing workers. More ways to attract new workers (including part-timers).

You may be offering traditional packages to your clients, but now they need more. If you’re an insurance broker, this historic moment offers new urgency to engage clients around untapped benefits. The Great Resignation poses tremendous challenges to employers, spurring an intense focus on how to retain workers.