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 Managers Drive 70% of Performance

By Cathie Leimbach • February 17, 2026
Most CEOs focus on strategy, systems, and talent. But the biggest driver of performance is already in place: managers. Manager behavior influences about 70% of team engagement and results. What happens in everyday conversations matters more than perks, pay, or policies. Managers either multiply energy or drain it. Clear, supportive managers raise performance. Avoiding, inconsistent managers quietly lower it. The good news? Small habits make a big difference: Clarifying expectations Giving timely feedback Addressing issues early Reinforcing priorities These moments add up. Instead of telling managers to “motivate people,” try asking: Where might expectations be unclear? Where is inconsistency allowed? What conversation is being avoided? When managers improve just a little, results improve a lot. 👉 Join our 60-minute Leadership Conversation to explore how everyday manager habits quietly shape engagement and results.

Why Engagement Isn’t About Perks

By Cathie Leimbach • February 10, 2026
When engagement drops, many organizations reach for perks—rewards, programs, or incentives. These can create a short lift, but they rarely solve the real issue. Engagement starts with expectations. Most people want to do good work. What gets in the way isn’t motivation—it’s uncertainty. When priorities shift, roles feel unclear, or success means different things to different leaders, people disengage quietly. Leaders often don’t realize they’re contributing to this. Vague direction, inconsistent follow-through, or assuming “they already know” leaves teams guessing. Over time, guessing turns into frustration—and frustration turns into disengagement. Strong engagement cultures focus on leadership basics: Clear priorities Shared definitions of success Aligned expectations Consistent reinforcement When expectations are clear, people move with confidence. They take ownership, collaborate better, and stay engaged because they know where they’re headed. Perks can support engagement—but only after clarity is in place. 👉 Read our full article on Why Engagement Starts With Expectations to turn clarity into a real advantage.