As the cost of health care keeps rising stubbornly, benefits leaders need to be ever-more innovative in finding ways to keep spending under control while serving an increasingly diverse set of employee needs. How are benefits leaders using new tools and approaches toward evaluating their prospective and current providers? What kinds of surveys and feedback methods are they using to evaluate both employee needs and employee experience? What kinds of benefits are increasingly meaningful to workers, including financial wellness, and which ones have proven to be less impactful?

With employees ranging from Gen Z to Baby Boomers, today's workforce brings a variety of needs, goals, and expectations. Creating effective benefits means offering flexibility and choice to support workers at every stage of life. How are leaders using data, surveys, and employee feedback to shape programs that resonate across age groups? What new tools are helping employers manage costs while delivering meaningful support? And which benefits are having the greatest impact on well-being, engagement, and retention across a multigenerational workforce?

Employee needs vary widely based on factors like age, lifestyle, and personal circumstances, making it essential for organizations to move beyond uniform wellness programs. Customizing benefits for different employee groups can boost engagement and improve well-being, but can be challenging amid budget limits. How can leaders use data and technology to create well-being programs that meet diverse employee needs? What kinds of benefits like virtual physical therapy, student debt support, and caregiving programs are becoming more meaningful to workers, and which ones have proven less impactful?