Benefits strategies succeed only when employees feel heard and have their needs be responded to. Moving beyond one-off surveys, leaders are finding new ways to capture valuable feedback, act on it, and communicate changes back in ways that build trust. How can employers ensure that worker sentiment is translated into real changes rather than surface-level adjustments? What approaches go beyond traditional surveys to capture meaningful employee opinions on benefits? In what ways does an ongoing feedback loop improve both engagement and long-term retention?

A strong total-rewards strategy goes beyond pay, combining health, financial, and lifestyle benefits to attract top talent, boost engagement, and build long-term loyalty. Which offerings make the biggest impact on retention, and which benefits are most valued by employees? How can programs be tailored to meet the needs of a diverse workforce, and what strategies ensure employees understand and fully utilize the benefits available to them?

Employees expect benefits that support mental health, family needs, and financial well-being, but employers must provide them while managing costs. Striking the right balance requires prioritization, creative solutions, and clear communication so employees understand the value of what’s offered. Which benefits are the most innovative and impactful today? How can benefits leaders partner with vendors to meet the full range of employee needs? How can companies evaluate which new benefits are worth investing in for long-term impact?