It’s no secret that in 2019 key factors other than compensation influence whether you will accept or deny a job offer. Compensation is usually number one, but another critical factor is benefits, such as healthcare, retirement, and paid time off. In fact, one could even go so far as to call 2019 the “year of employee benefits,” meaning that to attract the best staff, companies must focus on the additional perks they’re offering to their employees, outside of compensation.

As the fast-moving job market becomes more saturated and competitive than ever before, one of the most effective ways for your company to incentivize your employees is by offering a benefits package that “differentiates [your] organization and entices employees to join and stay.” Below, we list the top reasons why you’ll want to offer top-of-the-line compensation and benefits moving into the future.

Employee Quality

To attract the industry’s top talent, your company must make things like paid time off and healthcare a top priority. As to be expected, 88% of the workforce said that both health insurance and paid time off is important to them, and 66% said that paid parental leave is also important (JustWorks.com).

Modern-day employees are looking for their employers to invest not only in their work life, but their family life as well. Since these quality employees are the ones making the decision whether to accept your offer, it is important to consider a way to meet these types of needs.

Employee Retention

As you identify your employee retention program, consider the fact that in in 2017 “75% of employees reported that they’re more likely to stay with an employer because of their benefit[s] program.” To compete in a highly competitive job market, 47% of employees will begin to job hunt due to confusion or lack of benefits offered to them (Hodges-Mace).

Ask yourself – what does my organization’s turn over currently look like? A high turnover rate can result in significantly lower morale within a company, if employees are constantly coming and going. High turnover also costs a company money, and this cost increases as you move up employee levels. In the long run, your company saves large amounts of time and money investing in the employees that you have, by providing them with competitive benefits and compensation.

Company Morale + Reputation

The correlation between these two factors are pretty direct – when employees feel as though they are being compensated and treated fairly, their work product is typically higher. And there’s something to be said about coming into an office that is positive, upbeat, and collaborative, as opposed to one that is negative and not empowered… Research shows that disengaged employees can be detrimental to an organization’s bottom line.

Furthermore, the increased availability of information on the Internet means that if your company’s morale is low, it’s not just your employees that know it. Platforms like Glassdoor dedicate part of their business to employee reviews on what it’s like to work for a company, and they encourage reviewers to talk about EVERYTHING, including benefits, compensation, and internal morale. If employees believe they are compensated fairly through salary and benefits, your online reputation will reflect it.

To get a sense of what kinds of employee benefits are valued most, check out this list on the top-rated workplaces in 2019 for compensation and benefits.

At the end of the day, the market’s top talent will gravitate towards the companies who offer the best compensation and benefits opportunities. To attract people who are going to propel your company forward, retain them, and ensure they’re happy, competitive compensation and benefits should be a top priority for your company.