When you’ve invested the time, energy and resources in finding the right people for the job, you want them to stay. The first three months are critical, but just like you’re assessing new hires to see if they’re a good fit long-term, they’re assessing you as an employer. When employers don’t inspire loyalty, nearly 30% of new hires leave within the first 90 days of starting a new role.
So, what steps can you take to build lasting loyalty that keeps your top talent on your team? Loyalty is built when employees feel supported beyond their paycheck. Benefits that provide peace of mind aren’t extras anymore: they’re essential. And the payoff for employers is clear: according to Gallup, companies with higher retention rates also see higher productivity and profits.
Strategies for strengthening employee loyalty
Even with fewer job options than before, employees are still evaluating whether to remain or move on. Benefits that provide security and stability can tip the scales in your favor.
Your staff needs benefits that protect their health, their finances, and their families. That includes life and disability coverage.
When you position life and disability insurance as part of a broader financial wellness strategy, you show your people that you support them not just today, but for whatever lies ahead. That kind of support fosters trust. Almost all employees (90%) workplace financial benefits are crucial to reaching their personal financial goals.
In a time of rising costs, these benefits become even more important. Inflation makes everyday items harder to afford and emergency savings more difficult to amass. By offering protection against lost income, you help your workforce stretch their paychecks and shield them from financial shocks.
Why life and disability benefits matter today
Once considered optional, life and disability insurance are now vital components of a well-rounded benefits package. It’s natural for your employees to ask themselves:
What happens if I can’t work?
How would my family manage if something happened to me?
These aren’t abstract concerns; they’re personal and pressing, especially for those with dependents or financial responsibilities. By offering coverage, you provide your employees with the reassurance that they and the people who matter most to them will receive meaningful support.
For many, workplace plans are the most affordable option. Disability coverage is especially key since more than one in four adults will experience a disability lasting at least a year before they reach retirement age. By making these protections available, you bolster both workforce confidence and community.
Who values life insurance?
Life insurance is relevant to employees at many stages of life:
- Mid-career professionals balancing mortgages and children see it as security
- Young families want to protect spouses and children if something happens
- Breadwinners and caregivers know it is essential for household stability
- Younger workers, shaped by the pandemic, see it as an affordable way to prepare for the unexpected
Across all ages, your employees want to know their loved ones will be okay. This will instill a feeling that they’re part of a workplace that genuinely looks out for its people.
Questions you may be asking
It’s perfectly reasonable to consider a few things when looking at these benefits:
What’s the cost?
Voluntary options are often employee-paid, creating high impact with little cost to your organization.
How much coverage should we offer?
A small employer-paid baseline plus buy-up options offers flexibility and fairness.
What if employees don’t enroll?
Clear, ongoing communication, such as stories, coaching and simple resources, makes the difference.
Is it necessary?
Maybe not by law, but in a fluctuating job market, these benefits give people good reason to stay longer.
How do we meet generational needs?
Take a layered approach emphasizing stable coverage for older employees and digital-first options for younger ones.
Best practices for communicating voluntary benefits
Communication is where possibility takes root. Here are proven ways to help your employees understand and value their benefits:
Do:
- Use clear, caring language
- Share stories that show how benefits protect families and strengthen workplace community
- Be transparent about costs and value
- Offer multiple ways to learn such as emails, videos, webinars and 1:1 coaching
- Make enrollment easy and mobile friendly
Don't:
- Don’t bury details in long HR documents
- Don’t assume employees understand technical terms
- Don’t limit communication to open enrollment
- Don’t overwhelm employees with too much at once; short, focused messages cut through the noise
A modern promise of care
Life and disability benefits play a powerful role in supporting your workforce. They provide stability when times feel uncertain, protect employees from rising costs and remind your workforce that you value them as people, not just as employees.
Presented as part of a modern, thoughtful package, these benefits deepen employee loyalty and reinforce a sense of belonging within your organization. They show a genuine commitment to the well-being of your people, helping to create long-term relationships and build a workplace culture rooted in trust, support, and shared purpose.
If you’re curious what life and disability benefits can do for your organization, reach out to us. At Highstreet Insurance & Financial Services, we believe in helping you and your staff see possible. Together, we can build employee benefit strategies that protect, support, and strengthen a sense of community for a better future for all.
