The Benefits Disconnect

You might be offering benefits your team doesn’t actually want.

Don't get me wrong, there may be benefits that sound really good on paper...

But no one’s actually using them.

An HRA that barely gets touched.

A CEU stipend that sits there.

A retirement option that no one enrolls in.

And people assume:

“Well, if they’re not using it, it’s fine.”

But unused benefits still cost you something.

They cost time.

They cost attention.

They cost clarity.

And sometimes they cost real money you’ve already budgeted for.

There’s a difference between offering something because it sounds generous

and offering something because it actually supports your team and your finances.

Both sides matter.

If you don’t know what your benefits cost

and you don’t know whether your team values them,

that’s not generosity.

That’s just noise in your budget.

So, here's what to do:

Ask your team.

Get feedback on what types of benefits THEY want.

Then, ask why.

The why is important.

The why will tell you how to PRIORITIZE the benefits you offer.

Asking them about the benefits they want DOES NOT mean you give them EVERYTHING they want.

This gives you information.

Information gives you clarity.