Based on my key needs and expectations, retirement planning, medical benefits, and vacation time represent the three benefit types capable of retaining me as an employee. The first type, retirement-related benefits, has been chosen as it reveals the degree to which my hard work serves as an investment in my family’s future financial security. Despite my current age and fitness for work, I am always conscious of the inevitable negative changes to my work capacity that will intensify with aging. Pension benefits minimize risks in this regard, which would reduce my turnover intentions and motivate me as an employee to think carefully before leaving an organization that offers such uncertainty-reducing options.
Next, the presence of medical benefits is a crucial employer selection decision-making factor for me. Such benefits facilitate access to services required to stay productive and capable of performing everyday tasks independently, which is why I have chosen this category. This perspective seems to be extremely widespread as more employers are motivated to offer health benefits as part of the war for talents. Specifically, more than 50% of U.S. employees younger than 65 have health coverage through their organizations (Carrns, 2021). Similar to retirement planning, health benefits would retain me in the workplace by eliminating a sense of uncertainty and keeping my job satisfaction levels high enough.
Finally, vacation time is another crucial category for me as I see relatively lengthy breaks from work as something central to my holistic health. I have selected this benefit type since vacation leaves enable me to maintain a healthier work-life balance and maintain positive family relationships, which adds to my psychological well-being. Moreover, in the healthcare field, work during personal time and the underutilization of vacation days are positively correlated with burnout, thus increasing the risks of non-psychological disorders (Terry & Woo, 2021). The opportunity to use vacation time would discourage me from leaving an organization due to enabling me to take care of my health and recover from stress.
References
Carrns, A. (2021). In a ‘war for talent,’ employers hold the line on health benefit costs.The New York Times.
Terry, D. L., & Woo, M. J. (2021). Burnout, job satisfaction, and work-family conflict among rural medical providers. Psychology, Health & Medicine, 26(2), 196-203.