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A recent research report by caregiving provider Helpr found that lack of access to family care benefits annually contributes to an estimated $1 trillion in costs associated with voluntary turnover, while employees’ care, if compensated, would add up to another $1 trillion each year.

“As healthcare costs are the greatest expense for employers outside of payroll, the job of HR and benefit executives has become exponentially more difficult over the years, as they must now be experts in multiple areas that impact this rising cost center — from contracting for health and pharmacy benefits to developing programs that focus on total person health, including wellness and financial programs,” said Shawn Gremminger, the president and CEO of the nonprofit National Alliance of Healthcare Purchaser Coalitions.

“Millennials in particular have been through so many unprecedented events in the past decade,” said Sara Siegel, the assistant vice president of client executives at Benefitfocus, a Voya company.

When executives, HR/TR, learning and development, people managers, and operations align their efforts around career well-being — integrating benefits, development programs and workplace practices — organizations don’t just reduce burnout.

The survey also found a perception disconnect between executives and employees: Across roles, 62% of leaders perceive supportive levels of empathy compared to 41% of managers and only 21% of individual contributors.

Section 2: Operational Execution Competency/Task Rating Training Needs Strategic alignment: Linking department goals to organizational objectives.

The risk is that they can underestimate execution challenges, governance needs or the realities of broader organizational adoption.”

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