A strong workforce fuels a strong business, but building a benefits portfolio that meets the needs of five generations is no small feat.

This isn’t just an HR issue. It’s a business-wide challenge, impacting retention, performance and ultimately, profitability. With the right data and insights, leaders can align benefits with employee priorities to support wellbeing, retention and business goals.

The HUB EDGE

Launched this week, the 2025 HUB Workforce Vitality Gap Index confirms that employers and employees are mostly aligned, but small recalibrations can unlock big gains. These gaps aren’t failures. They’re opportunities to tailor the employee experience for better outcomes.

The study surveyed both employers and employees to assess how benefits strategies are performing. From financial wellness to flexibility and mental health, employees are clear about what they value. The question is: Are your benefits capturing those priorities in a way that drives engagement and retention?

Most employers believe they’re delivering value, and employees largely agree. But a small perception gap reveals where smarter strategy can take programs from good to great.

Often, employers rely on engagement surveys or benchmarking alone. These tools have value, but without layering in demographic data — such as who needs childcare, elder care or both — benefits strategies can miss the mark. Only 45% of employers surveyed analyze demographics when making decisions, missing a key opportunity to align offerings with real-life needs.

That’s where a skilled advisor comes in. Our approach combines data analytics, persona segmentation and real-world advisory expertise to uncover what truly drives performance. When benefits are aligned with the real priorities of your people, you gain more than engagement, you gain competitive advantage.

Case in point: Imagine a mid-sized tech company who came to HUB with rising turnover. Using Persona Analysis and Infused Analytics, we identified key employee stressors and benefit gaps. Our multi-year total rewards strategy improved retention, boosted engagement and maximized ROI and VOI (value of investment).

Three Business-Critical Findings From the Survey

  1. Financial stress is a productivity drain

    Half of employees say personal finances impact their work, over 50% for those aged 35–44, often due to student debt. Yet only about half of employers offer tools like personal wealth planning. Those that do see stronger retention, satisfaction and output.

  1. Mental health support must be relevant

    Employees want help, but just 1 in 4 with mental health concerns use available programs. The issue isn’t demand; it’s fit. Tailoring support to life stage and individual needs increases utilization and outcomes.

  1. Flexibility outweighs traditional perks

    Across all age groups, flexibility and work-life balance rank above compensation. Caregivers especially need it to stay productive. Employers who offer intentional flexibility foster a culture of support, not friction.

What Business Leaders Can Do Next

Building a high-performing workforce takes intentional design. Start here:

  • Ask deeper questions: Move beyond the pulse check. Use demographic and life stage data to surface real needs.
  • Design for flexibility: Support employees with caregiver resources, flexible spending and personalized financial tools.
  • Focus on value per employee: Work with advisors to prioritize high-impact, cost-effective tools like financial education or discount programs.
  • Bring in outside expertise: With 60% of companies relying solely on internal guidance, an experienced advisor can help uncover insights and shape a plan that delivers both vitality and profitability.

As retention remains a top priority through 2025 and into 2026, one thing is clear: Organizations that want to thrive will do so through delivering benefits that are aligned, personalized and proven to elevate the employee experience.

Explore the full report for deeper insights and recommendations.