08/24/2026
Before adding another employee benefit, ask yourself one question: Are we getting everything we can out of the benefits we're already paying for?
Because turnover is expensive, and right now, retention deserves attention. According to Gallup's latest data, 52% of U.S. employees are either watching for or actively seeking another job. Now look at what replacing an employee can potentially cost:
• Frontline employee: ~40% of salary
• Technical professional: ~80% of salary
• Manager or leader: ~200% of salary
Put that into actual dollars. A frontline employee earning $60,000 could represent roughly $24,000 in replacement costs.
A technical employee earning $100,000? Roughly $80,000.
A manager earning $100,000? Potentially $200,000.
That's where I think businesses need to look differently at their existing benefits. You may already offer a 401(k), health insurance, and other benefits. But do your employees understand how to actually use them to improve their lives? Financial wellness workshops can add another layer of support to an existing benefits package:
• 401(k) and retirement education
• Budgeting and debt strategies
• Emergency savings
• Homeownership education
• Understanding workplace benefits
• Access to financial guidance
The goal isn't to throw another expensive benefit into the package. It's to create more value around what you're already paying for, while building a stronger retention strategy around your employees.
Because when 52% of employees are keeping an eye on other opportunities, the question isn't only: "What will an employee wellness program cost?"
The bigger question might be: "What is it costing us when good employees leave?"
If you’re a business owner or HR professional, it may be worth reviewing whether your current benefits are doing everything they were designed to do. I’m happy to be a resource.
