When Employees Know the Benefits of their Benefits

Cathie Leimbach • August 13, 2024

Many workplaces offer valuable benefits in addition to salary and wages. When employees understand the true value of these benefits, they generally feel that the company cares about them and their families. Retention increases because employees are less likely to leave on a whim or for a small increase in pay.


However, workplace benefits have the most impact on employee retention when employees understand their value. For instance, the cost of an employee's health insurance, often fully or partially covered by the employer, can be substantial. Tell your employees how much you are paying each month for this valuable coverage. Don’t leave them in the dark.  


Another common practice is for employers to match portion of the employee’s contributions to their retirement plan such as a 401(k). This can greatly increase retirement savings. And, when employees understand the power of compound interest they are more likely to start retirement savings at a young age to benefit from this employer-funded boost to their account.


Additionally, employers often pay for life insurance equivalent to one year's salary. Employees and their families appreciate the financial security this provides in the event of a tragedy.



Offering such benefits and ensuring employees understand their value strengthens employee commitment and retention. 

How Leadership Growth Drives Business Performance

By Cathie Leimbach • June 17, 2025
Herminia Ibarra’s research offers compelling insight into why leadership development should be viewed as a strategic priority. Her work shows that helping leaders grow isn’t just beneficial for individuals—it significantly improves how organizations operate and perform. Ibarra explores how leadership identity evolves over time. When managers step back from daily tasks and begin thinking and acting more strategically, it creates ripple effects across the organization. Teams become more engaged, decision-making improves, and execution becomes more effective. These shifts enhance productivity, innovation, and retention—key drivers of long-term success. Her research also highlights the value of building strong leadership pipelines. Companies that invest in leaders who are adaptable, self-aware, and skilled at big-picture thinking tend to be more agile and resilient. These organizations are better equipped to respond to change and seize new opportunities. By reframing leadership development as a strategic investment rather than a soft skill, Ibarra shows how it creates measurable improvements in performance across the organization. Growth in leadership capacity leads to smarter decisions, healthier cultures, and stronger overall results. 👉 For a deeper dive into the data, click here to view Insights from Herminia Ibarra’s Research on Leadership Development and its Measurable Impact.

Age and Gender Shape How Employees Want to Be Appreciated

By Cathie Leimbach • June 10, 2025
In today’s evolving workplace, one constant remains: employees want to feel valued. Interestingly, research comparing data from before and after COVID-19 shows that employees' preferred languages of appreciation have remained remarkably consistent over time. However, age and gender differences reveal important nuances leaders shouldn’t ignore. Gender differences are clear. Men more frequently chose Acts of Service as their preferred form of appreciation (26%), while women gravitated toward Words of Affirmation (46%). When asked about their least preferred language, women were more likely to rank Acts of Service at the bottom, while men showed a strong dislike for Tangible Gifts. Age also matters. Employees over 60 overwhelmingly preferred Words of Affirmation (48%), while the youngest generation (under 20) leaned toward Quality Time (33%). These trends suggest that life stage and workplace experience shape what appreciation feels most meaningful.  The takeaway? While core preferences haven't shifted dramatically post-COVID, effective leaders need to understand and respond to individual differences. Avoid blanket strategies and invest in knowing how each team member feels most valued. Personalized appreciation builds stronger teams—across every generation and gender. For further details, see Dr. Paul White’s article on gender differences in appreciation preference.
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