06th May 2025
Guest Post: Designing Benefits That Matter Throughout Employee Lifecycles
This article was written by Selerix.
What do a fresh-out-of-college grad, a mid-career parent, and a pre-retiree have in common?
A lot more than we think.
Despite working in a four-generation workplace, most employees want similar things: meaningful work, supportive leadership, fair compensation, and a reason to be proud of where they work. The real magic happens when we realize that benefits—when thoughtfully designed—can be the common thread that brings everyone together.
That was the spirit behind our recent webinar, Bringing Us Together Through Innovative Benefits, which built upon insights from the Forbes Business Council article on personalizing benefits for multigenerational teams.
Let’s break down some of the key lessons we explored, and why reimagining benefits isn’t just a nice-to-have—it’s your organization’s secret weapon for talent attraction and retention.
A Blueprint for Better Benefits
If designing a benefits strategy feels like assembling IKEA furniture without the instructions, fear not. We turned to the ADDIE model—a trusty design framework originally created for military training programs—as our go-to tool. It’s pragmatic, flexible, and surprisingly well-suited for HR.
- Assessment: Start by understanding the landscape. Who are your people, and what do they need? Consider your workforce data, turnover trends, and external factors like social or economic shifts.
- Design: Don’t jump into picking perks just yet. First, define your goals. Maybe it’s improving retention for part-time workers or boosting offer acceptance rates. This is about positioning benefits as a strategic advantage, not just a checklist.
- Development: Here’s where the menu gets built. Avoid the classic overbuy/underbuy pitfalls (we’ve all been there). Match your offerings to goals and ensure administration is efficient—bonus points for self-service options that empower employees.
- Implementation: It’s not just about offering a benefit; it’s about rolling it out in a way that lands. Think diverse communication formats, phased rollouts, and making space for feedback—because change, even the good kind, can be tricky.
- Evaluation: A set-it-and-forget-it strategy? That’s a no-go. Regular check-ins on utilization, satisfaction, and ROI are critical. Use this data to refine your approach and keep your strategy fresh.
The Power of Personalization (and a Dash of Innovation)
Too often, we fall into the trap of offering benefits based on outdated assumptions—like thinking long-term care is only for older workers. But today’s employees don’t live in boxes, and neither should their benefits.
Personalization doesn’t mean creating a custom plan for every employee. It means offering enough flexibility, variety, and access so people can choose what works for them, when it works for them. That includes gig and part-time workers, caregivers, and remote employees—groups that traditional benefits plans often overlook.
And let’s not forget the fun part: communication. Think beyond the open enrollment email blast. Leverage podcasts, webinars, benefit fairs, and town halls. The more ways you can say “We care about your wellbeing,” the better.
Building a Culture of Belonging Through Benefits
When you get benefits right, you’re not just offering healthcare or PTO. You’re telling employees: You belong here.
You’re creating a culture where people feel seen at every life stage—from new grads juggling student loans to caregivers balancing work and family to seasoned employees planning for retirement. That kind of culture doesn’t just improve satisfaction; it builds loyalty.
Ready to Dive Deeper?
If any of this resonates, you’ll love the full conversation. Watch the on-demand webinar, Bringing Us Together Through Innovative Benefits, for practical strategies, real-world examples, and a fresh perspective on building a benefits strategy that meets employees where they are—and helps them thrive.
Watch the Webinar Now (On Demand)
