It’s tough to admit—but sometimes, when your best people leave, it’s not about pay or title.
It’s about what they don’t feel: valued, supported, or seen.
For small and medium-sized businesses (SMBs), every resignation hits hard. You’re not just losing a team member—you’re losing momentum, knowledge, and culture. And often, the culprit is hiding in plain sight: an outdated or uninspiring benefits package.
If you’ve noticed turnover creeping up—or team morale taking a dip—your benefits might be sending the wrong message.
Let’s dig into the signs, the data, and what you can do to turn it around.
The Hidden Cost of “Just Okay” Benefits
Here’s the reality: traditional benefits alone (think health insurance and vacation days) just aren’t cutting it anymore.
According to MetLife’s Employee Benefits Trends Study:
- Only 61% of employees say they are happy with their benefits. The lowest it’s been in a decade.
- Feeling cared for at work is a key driver of employee wellness, but 42 percent of employees say they don’t feel cared for by their employer.
- And among SMB employees specifically, retention and engagement increase significantly when non-traditional perks are offered.
In short: if your benefits feel generic, your people might be looking elsewhere.
5 Signs Your Benefits Package Might Be Driving People Away
1. You’re Seeing Higher Turnover—Especially Among Top Performers
When high-potential employees leave, it’s rarely just about money. It’s often about feeling undervalued or disconnected.
✅ Fix it: Offer lifestyle-driven benefits that show you understand your people as people. Flexibility, wellness support, and recognition go a long way.
2. Exit Interviews Mention “Lack of Perks” or “Better Offers Elsewhere”
If you’re hearing “the other offer had better perks,” pay attention. Today’s top talent expects more than a paycheck—they want to feel taken care of.
✅ Fix it: Focus on benefits that speak to real life—mental health, time off, family support, and things employees can personalize. (Hint: LIVD can help here.)
3. You’re Struggling to Attract the Right Candidates
Job seekers aren’t just checking your salary range—they’re evaluating your entire offer. If you’re not standing out in a crowded hiring market, your benefits might be the issue.
✅ Fix it: Make your perks part of your employer brand. Highlight the real-life value of working with you—not just the basics.
4. Your Team Seems Disengaged or Burned Out
If employees are showing up but not showing up, your culture—and your benefits—might not be giving them enough to feel energized.
✅ Fix it: Revisit how you’re recognizing and rewarding people. Flexible, personalized perks can reignite motivation without burning through your budget.
5. Your Benefits Haven’t Changed in Years
This one’s simple: if your offerings haven’t evolved, they’re probably not relevant anymore. Gen Z and Millennials now make up the bulk of the workforce—and they expect perks that support their whole lives.
✅ Fix it: Modernize your package with benefits that reflect today’s needs: think mental wellness, lifestyle stipends, pet care, learning opportunities, and more.
The New Standard: Benefits That Fit Real Life
LIVD helps small and mid-sized businesses create customizable, lifestyle-first benefits that go beyond the basics.
From fitness memberships and wellness apps to creative rewards and recognition, we make it easy to offer perks your team actually wants—without adding to your HR workload.
Because when people feel seen, they stick around.
It’s Time to Reboot—and Retain
If any of the signs above feel familiar, you’re not alone. The good news? You don’t need a massive budget or an in-house HR team to fix it.
You just need a benefits experience that meets your people where they are.
👉 Ready to rethink your approach? Let’s make benefits feel personal again.
