How a Positive Benefits Experience Multiplies Worker Loyalty
Originally featured on WorldatWork’s Workspan Daily+ — read the full article here (subscription required).
Why Experience Matters as Much as the Offering
In Selerix’s inaugural Employee Benefits Survey, the findings were clear: when employees are satisfied with their benefits, they’re five times more likely to stay with their employer and 3.5 times more likely to trust their leadership. That’s not just a statistic — it’s proof that the benefits experience has become one of the most powerful predictors of loyalty and engagement in the workplace.
As Selerix CEO Tim Pratte shared in the WorldatWork interview, “Employees have the right tools but not the confidence to use them.” Too many workers are navigating complex benefits decisions without enough support, education, or clarity — and it’s costing employers in trust and retention.
The Real Problem: Complexity, Not Cost
Our data shows that confusion, not stinginess, is the real barrier.
Only 27% of employees say they fully understand their benefits, and 1 in 3 admits to regretting a benefits decision. Seven in ten spend less than an hour reviewing their options — often doing it alone, from home. That’s not an informed decision; it’s guesswork under pressure.
When employees don’t understand their benefits, the consequences extend beyond frustration. Nearly four in ten delay care because they’re unsure of coverage, and one in five has missed work to resolve a benefits issue. These moments erode confidence and create real-world costs — in productivity, engagement, and well-being.
Personalization: The Game Changer
The research also uncovered something powerful: personalization multiplies the impact of benefits.
Employees who said their benefits felt tailored to their needs were three times more likely to be satisfied and confident in their choices. That level of relevance transforms benefits from a transaction into a relationship — one that signals care, trust, and belonging.
As Pratte explained, “In today’s market, benefits aren’t just part of the offer; they are the offer.” The companies that succeed are those that treat benefits not as paperwork, but as part of the employee experience itself.
Building Trust Through Year-Round Communication
If most employees spend less than an hour making benefits decisions, the answer isn’t to cram more information into that week — it’s to extend communication year-round.
Instead of treating open enrollment as a one-time event, employers can use data and technology to make benefits education a continuous, personalized conversation. This approach ensures that employees hear the right message at the right time — whether they’re welcoming a new child, planning for retirement, or managing a life change.
Our research found that employees prefer educational, detailed communication by a 3-to-1 margin over marketing-style messaging. When HR teams partner with brokers and benefits platforms to deliver clear, ongoing education, they don’t just improve understanding — they build confidence.
The Human Side of Benefits
Ultimately, a “positive benefits experience” isn’t just about plan design — it’s about how people feel when they use their benefits.
As Pratte put it, “Benefits only work when the whole experience around them works.” When employees bring their child to the doctor without worrying about the bill, or find mental health support easily when they need it, those moments build lasting trust.
Improving the benefits experience isn’t just a business strategy — it’s an act of care that drives loyalty, engagement, and performance.
Read the Full Feature
This article was originally published by WorldatWork as part of Workspan Daily+’s coverage of the Selerix Employee Benefits Survey.
Read the full article on WorldatWork (subscription required).
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