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How does Wawa translate their cultural ethos into actual programs and benefits for associates? Michelle, a passionate longtime benefits leader at Wawa, gives an insider’s perspective. In this interview, Michelle shares insights into how Wawa strategically leverages its benefits and perks to take care of associates across the organization and deliver on its brand promise to customers.

Read on to learn Michelle’s key lessons on using benefits to enhance associate well-being, boost engagement and retention, streamline systems and processes, and focus on frontline teams. Whether you manage an established retail operation or a growing startup, Michelle’s wisdom will inspire you to rethink the strategic role benefits can play in building an exceptional associate experience.

Neale Hegarty, Executive Vice President of Customer Success at Corestream walks us through how benefits teams from large employers are offering a robust voluntary benefits package to support their employees wellbeing, but without the administrative noise that typically follow these products. Benefits leaders are stuck balancing between the desire to offer more benefits to their employees and all of the competing priorities and costs that need to be taken into consideration each year. Corestream is changing the game when it comes to voluntary benefits, removing the painful administrative work while still driving engagement through employee education and decision support.

It is reported that about two-thirds of employees state that their earnings are not keeping up with the cost of living, and a majority of those individuals would not be able to cover a $500 emergency expense. This financial stress creates friction and a lack of productivity in the workplace, ultimately placing a huge financial impact on employers.

Below is a summarized Q&A from a webinar Corestream did with Jameson Fauver, VP of Business Development with Kashable. Kashable is a voluntary financial wellness benefit that provides employees access to responsible low-cost loans to help pay down existing debt and put them on a path towards their financial goals, ultimately improving their overall health and general satisfaction in the workplace. 

In a wide-ranging interview, Brooke provides an inside look at the evolving role of benefits at one of the world’s largest advertising holding companies. Read on for an insightful perspective on optimizing benefits strategies amidst competing priorities of cost, talent, and rapidly shifting employee expectations.

Well-being expert Jen Brady recounts falling unintentionally into benefits but discovering profound purpose as a guiding strategy for UPHS amidst turbulent industry shifts. Her pioneering 15-year journey illustrates how authentic benefits programs can steer large, complex organizations towards strategic talent goals when woven skillfully into the culture. Jen shares invaluable insights on leveraging benefits to elevate retention, recruitment, engagement, and productivity.

Long-term care (LTC) is increasingly attracting a big focus in today’s environment, not only with employee benefits but also in our world as a whole. Providing employees with Long-term care programs is a step in that direction given that can help individuals cover services and care, providing the support they need to meet the requirements of their activities of daily living.

Many of the customers we speak with are focused on helping their employees stretch their financial dollar. The thought being that if they can help employees feel more financially secure through benefits and employee savings programs, employees will feel happier and more engaged at work, productivity goes up, and ultimately turnover rates go down. And while each benefit won’t necessarily fit each employee’s lifestyle or circumstances, the goal is to provide choice, and meet the needs of a unique and diverse population.

Many of the customers we speak with are focused on helping their employees stretch their financial dollar. The thought being that if they can help employees feel more financially secure through benefits and employee savings programs, employees will feel happier and more engaged at work, productivity goes up, and ultimately turnover rates go down. And while each benefit won’t necessarily fit each employee’s lifestyle or circumstances, the goal is to provide choice, and meet the needs of a unique and diverse population.

Long-term care (LTC) is becoming increasingly prevalent and necessary, as it is essential for people of all ages living in their homes or other residential spaces. The aging population continues to grow significantly, and those individuals need continuing healthcare assistance that they may not get with traditional Medicare coverage. That is why employers and human resource departments need to plan when creating long-term care strategies, especially before the compliance deadline approaches.

It’s no secret that healthcare systems and providers have struggled to keep up with the intensity of ongoing labor-related challenges. Consistent turnover, decreased employee satisfaction, and talent attraction struggles continue on. Whilst there is no silver bullet, there’s an overwhelming amount of data that indicates a correlation between benefits satisfaction and alleviating the aforementioned challenges. As a result, HR leaders are turning their attention to OE 2023/2024 as an opportunity to diversify their benefits strategy. Particularly, within the arena of voluntary benefits (VBs) and employee savings programs.