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To address this, companies like Peloton, for example, work with vendors to help employees with student-loan debts through programs similar to a 401(k) match.

(See our 2023 SPM Vendor Guide to start gathering information.)

;Subscribe to a pay benchmarking service through vendors in the space.; While the second group has a head start on this work, even these companies may need to ramp up their compensation capabilities, since they may need to increase both the volume and quality of their work.

“The guidance makes it clear that employers are responsible for their tools even if they’re designed or administrated by a software vendor,” he said.

For example: ;See if your benefit vendors offer engaging educational tools that you can utilize.; ;Integrate TikTok-style videos, on-demand content and personalized decision-support tools into your existing enrollment platforms.; ;Use AI tools to scale your content in ways that make it meaningful for multiple audiences.; “It’s never done from an optimization perspective,” Mowrer said.

Beware of Consumer Scams After a natural disaster, unscrupulous vendors can prey on those under tremendous stress.

Benefits utilization reports from internal databases and external vendor reports should show who uses the benefits (by age, gender, etc.) and how often.

Often, these solutions utilize a mix of internal programs and external vendor platforms, addressing the interconnectedness of well-being.

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On the utilization side, Nayya research found: ;70% of employees keep the same benefits from year to year — despite life changes that may make new benefits more relevant.; ;Only 14% actively seek new benefits options during annual enrollment.; ;26% of workers in a high-deductible health plan don’t use the associated HSA.; ;64% of those using an HSA don’t take advantage of its long-term investment potential .; Then, there’s the lack of understanding: ;70% of polled employees don’t understand hospital indemnity, accident and critical illness insurance.; ;50% can’t explain the intricacies of 401(k)s, HSAs or flexible spending accounts, or how these benefits work.; ;While employers annually spend an average of $16,501 per employee on health coverage, only 10% of employees understand that value; 25% believe their employer spends only $1,000 a year on their health benefits.; ;40% of employees don’t recognize health insurance as part of their total compensation, while 48% don’t consider