In today’s fiercely competitive talent market, salary alone won’t cut it. Winning and keeping top performers requires a holistic approach. Our recent global survey, conducted in collaboration with Empresaria Group, reveals a shift in employee expectations. Today’s workforce is motivated not just by money, but by purpose, clarity, flexibility, and culture. If your benefits package feels outdated, you may be quietly losing your best people.
The New Drivers of Attrition
Before diving into what to offer, it’s critical to understand why people are leaving. Our survey uncovered some telling trends:
73.5% of respondents are actively exploring new roles.
While 60.2% cite inadequate salary as a reason to leave, nearly as many, 55.7%, point to limited career growth, and 54% would switch jobs for better work-life balance.
44.4% say a poor cultural fit is a dealbreaker, and 51.4% say flexible working models significantly increase their likelihood of staying.
The takeaway? Money matters, but it’s only part of the equation. If you're not offering a compelling total package, your talent is already looking elsewhere.
Where Most Companies Fall Short
Despite these insights, many organisations still treat benefits as an afterthought. Our survey shows that only about four in ten employees are satisfied with their total rewards today, and half didn’t receive a salary increase last year, even though most expected one. Worse yet, barely one in ten feels very satisfied with their overall package. This gap between expectation and reality is one of your greatest retention risks.
4 Pillars of a Benefits Package That Resonates
To stand out in this environment, your benefits strategy needs to be intentional and employee-centric. Focus on these four pillars:
Flexibility & Autonomy: Empower employees to tailor their schedules: core-hour windows, remote‑friendly roles, or compressed work weeks, respect personal rhythms and boost ownership.
Performance‑Aligned Rewards: Tie bonuses and incentives directly to clear, measurable goals. Publish straightforward metrics and payout guidelines so everyone knows how outstanding performance translates into real rewards.
Well‑Being & Support: Offer mental‑health and personal‑time allowances, wellness stipends, or counselling benefits. These perks signal that you care about your team’s whole life, inside and outside the office.
Transparency & Growth: Share pay bands and promotion criteria openly. Launch mentorship programs, learning allowances, and career‑path workshops to turn day‑to‑day work into long‑term development.
Culture: The X-Factor in Retention
Even the best benefits can fall flat without a strong culture to back them up. Culture is how values are lived, not just listed—and it's a critical factor in both attracting and keeping top talent.
Our survey highlights just how much this matters:
Only 12% of employees feel they’re always appreciated for their work
54% say regular recognition would directly increase their loyalty
60% say a company’s ESG commitments (environmental, social, and governance) influence their decision to stay or join
These stats show that recognition, connection, and purpose aren't just "nice-to-haves"; they’re dealbreakers for many.
Here's How To Bring Culture To Life:
Invest in Learning: Fund courses, certifications, or conference attendance that align with both personal passions and business goals. This shows you're committed to growth, not just output.
Foster Connection: Organise volunteer days, employee-led interest groups, and inclusive team events. These initiatives build loyalty and reinforce shared values, especially for purpose-driven employees.
Recognise Often, Not Just Annually: Build recognition into your culture. From shout-outs in team meetings to structured peer-nominated awards, frequent appreciation helps employees feel seen and stick around longer.
Champion ESG and Purpose: Be transparent about your commitments to sustainability, equity, and social impact. Employees increasingly want to work for companies that stand for something. If you’re walking the talk, show it.
When culture and values are made visible through daily action, not just policies, you create a workplace where talent doesn’t just join, they stay, grow, and thrive in it.
Conclusion
In a market where top talent is always scanning for better opportunities, your benefits package is more than a perk; it’s a promise. A thoughtful, evolving approach signals that you're invested in your people’s long-term success, not just their present output.
If your offerings no longer reflect what today’s workforce values - purpose, flexibility, well-being, and growth - it may be time to rethink what you reward.
How We Can Help
If you're struggling to attract and retain top talent, we're here to help. Our workforce strategy experts can guide you in building a future-proof talent model tailored to your business needs. Get in touch with our team today.