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Amid all that, they’re also judging vendor fatigue, which global benefits teams are now facing.

Employers should think out of the box when it comes to giving employees the flexibility options they need — like a shorter work week, additional wellness hours or a designated day of the month just for well-being.

Key Takeaways Think outside the box.

Companies may need to educate employees that they too are feeling the pain and impact of rising prices, citing specific vendor price increases that cannot be passed along, as well as the financial impact of their rising energy costs.

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Artificial intelligence (AI) has become pervasive — in the news, in vendor presentations, as fodder for movies and television, and even in our day-to-day lives.

Several Strategies to Consider Danhart recommends a variety of strategies to improve feedback loops, including: Social listening (monitoring social media platforms and online forums);Data analytics (leverage listening tools to analyze employee data and identify patterns or trends);Focus groups (also a great tool to utilize as new total rewards programs are being designed);Persona development (creating different demographic profiles to tell the varying stories of your people);Continuous feedback channels (regular check-ins, suggestion boxes or anonymous feedback platforms can encourage people to share their wants, interests and needs on an ongoing basis); Another strategy DeBellis finds particularly effective is conjoint analysis, which leverages input from individual employees about trade-offs they would hypothetically make in their rewards packages.

But, once a few people are willing to step outside the box, and they have a good experience, others start to take notice.