Raise your hand if you’ve ever said (or heard): “Our benefits are pretty solid.” Cue the tumbleweed, a confused employee asking why their mental health coverage feels like hieroglyphics, and HR silently weeping in Slack threads.

Let’s be honest, benefits are like loading screen tips in a video game: everyone sees them, few get them, and no one really appreciates them until something goes wrong.

But here’s the plot twist: benefits are now a core talent strategy, and the reason isn’t just inflation or open enrollment season horror stories.

It’s generations. Different ones, with different needs, different currencies of value, and yes, different ways of yelling into the void about what they want next year.

Who’s in Your Workforce (Really)?

Picture this workforce mix (U.S. data, but your mileage may vary by industry and location):

(Yes, the Silent Generation has mostly retired. Bless them for letting us sort this out.)

So, if your strategy is “one universal checklist for all,” you’re basically offering flip phones in a 5G world.

Benefits According to Generation (Not According to What Sounds Cool)

Each group tends to value different things, and yep, sometimes the loudest voice isn’t the one you need to prioritize most strategically.

Here’s a quick cheat sheet pulled from real trends:

Gen Z: Flexibility + mental health + life skills They rate flexible work as a top benefit and yes that includes flexible parental leave and mental health support. Think: student loan repayment help, financial education stipends.

Millennials: Work-life balance + mental well-being Flexibility and mental health resources score high across the board. Think: subsidized therapy apps, wellness credits, robust EAPs.

Gen X: Stability + family support They’re often juggling elder care, kids’ education, and saving for retirement, so benefits like caregiving support and dependable retirement match rates can matter more than another gym membership.

Baby Boomers: Retirement readiness + health security With many planning (or postponing) retirement, benefits like strong retiree health coverage and phased retirement options resonate more than ping-pong tables.

Benefit Success Story

Enter a mid-side marketing firm (name omitted for privacy – but mostly to not become a playbook for competition to adapt their competitive retention edge).

The firm had a benefits package that looked dazzling on paper but performed like a malfunctioning vending machine. After a culture survey, employees offered feedback that ranged from “What even is AD&D?” to “I’m pretty sure I’m enrolled in something I don’t want.”

So, the firm did something radical:

The outcome? Benefits questions down 47%. Meaningful enrollment was up 32%. Turnover dipped. Glassdoor and exit surveys started showing benefits as a positive experience.

ROI wasn’t a buzzword. It was a thing that actually happened.

Why Generational Awareness Matters

Sometimes, the loudest requests (usually from younger employees) get all the airtime. But if the benefits strategy works only for that group? You’ll solve a retention issue while creating a satisfaction crater somewhere else.

Example: Offering micro-break wellness challenges might excite Gen Z, but a strong retiree health plan or phased retirement option might be what keeps your Boomers and seasoned Gen X engaged.

The strategy here isn’t catering to whims, it’s about aligning benefits with where your workforce actually is and where your business needs them to be.

Employee benefits shouldn’t feel like an escape room nobody asked to join.

By understanding who your people are, what they value, and how they live, you can design benefits that actually work… rather than feel like a cruel joke only HR gets.

Because when benefits make sense across generations? Employees feel supported. Productivity improves. And HR might just get a compliment in the hallway or a shout out on social media.

That’s not “nice to have.” That’s strategy.

And PS – benefits are not just insurance policies or discount perks, they also extend to policies such as PTO and work flexibility.

Have a question about your benefits?  Reach out to me directly at: [email protected]

www.pearcoresolutions.com

Written with a generational twist!  By, Jaimie Proscia

The post The Benefits Balancing Act: Serving a Multi-Generational Workforce – Employee Benefits With Extra Generational Spice first appeared on PEAR Core Solutions, Inc..

Everyone is saying that they can’t find talent.  But that’s not the real problem.

No matter the industry or company size, one message keeps coming up in conversations with leaders: “We just can’t find the right talent.” The assumption is always the same. The market is broken. Candidates are scarce, too picky, or not skilled enough.

From my perspective, in most cases, talent exists. What is missing is alignment inside organizations and between what employers want and what they are offering.

This is not about blame. It is about being honest about what is really happening.

Unrealistic Expectations Are Quietly Shrinking the Talent Pool

One of the most common issues we see is unrealistic role design. A single position quietly carries the expectations of multiple jobs. Employers want deep expertise, leadership ability, industry experience, immediate impact, and long-term growth potential, all rolled into one hire.

On paper, this feels efficient. In reality, it dramatically narrows the talent pool.

Strong candidates often opt out early. Not because they cannot do the work, but because they assume they are not what the company wants. Many could succeed with reasonable ramp up time and support, but the role description tells a different story.

The answer is not lowering the bar. It is getting clear about what truly matters on day one versus what can be developed over time.

Job Descriptions That Overwhelm Instead of Attract

Another major barrier is the job description itself.

Many postings are overloaded with long lists of responsibilities, vague language, and outdated requirements that no longer reflect how the role operates. After candidates read through an 8-page job description, they cannot tell what the role really prioritizes or how success will be measured.

When everything is labeled as critical, nothing feels essential.

Clear, focused job descriptions do more than attract better candidates. They force alignment internally before interviews even begin. That clarity saves time, reduces frustration, and leads to stronger hiring decisions.

When Pay, Scope, and Expectations Do Not Line Up

Compensation misalignment continues to derail hiring efforts.

Employers may believe their pay is competitive, but candidates evaluate compensation relative to scope, pressure, and accountability. When a role carries senior-level responsibility but offers mid-level pay or flexibility, candidates disengage quickly.

Not because they are unrealistic. Because the equation does not make sense.

As pay transparency becomes more common, candidates are better informed and quicker to walk away when something feels off. Organizations that align compensation with the true scope of the role and can clearly explain that alignment move faster and close stronger hires.

Hiring Processes That Lose Momentum Lose Candidates

Even well-designed roles can fail because of the hiring process itself.

Long gaps between interviews, unclear ownership, inconsistent interview experiences, and slow decision-making all send the same message: this role is not a priority.

Strong candidates do not stay in the market indefinitely. They choose organizations that demonstrate clarity, decisiveness, and respect for their time.

The goal is not speed for speed’s sake. The goal is a coordinated, intentional process that builds confidence for both candidates and hiring teams.

Internal Misalignment Always Shows Up Externally

One of the most overlooked challenges is internal disagreement about what “good” looks like.

Different interviewers assess different things. Feedback conflicts. Decisions stall or reset entirely.

When teams cannot articulate shared success criteria, hiring drags on and candidates feel uncertainty. The organizations that hire well invest upfront in alignment, structured interviews, and clear decision rules.

The Opportunity Most Organizations Miss

The companies that succeed in today’s talent market are not doing anything flashy.

They align expectations before recruiting.

As the head of talent acquisition at PEAR Core Solutions (www.pearcoresolutions.com) this is the work we do every day. We help organizations step back, identify where alignment is breaking down, and rebuild hiring strategies that actually work in the real world.

The talent market is not broken. It is simply exposing misalignment. For organizations willing to address that honestly, the opportunity to hire better and faster is still very much there.

If you are experience a “talent shortage” for your open positions, or have questions about if your talent acquisition process could be improved, reach out directly to me.  I’m happy to assist!

Elyssa Bray

Talent & Employee Experience

[email protected]

The post What Leaders Get Wrong About the “Talent Shortage” first appeared on PEAR Core Solutions, Inc..

On February 21, 2023, the National Labor Relations Board (NLRB) ruled that “employers may not offer employees severance agreements that require employees to broadly waive their rights.” The NLRB says that the decision upholds the principle that “employers cannot ask individual employees to choose between receiving benefits and exercising their rights.” (see key press release from the NLRB here: https://www.nlrb.gov/news-outreach/news-story/board-rules-that-employers-may-not-offer-severance-agreements-requiring)

WHAT THIS MEANS FOR SEVERANCE AGREEMENTS

Based on this ruling, severance agreements may not contain terms that could “interfere with, restrain, or coerce employees” in exercising their rights. It’s important note, however, that this restriction does NOT apply to supervisory level employees.

HOW THIS CAME ABOUT

In 2020, a hospital in Michigan let go 11 union employees and in exchange for a payout, they were asked to sign severance agreements prohibiting them from making public comments “which could disparage or harm” the company. The NLRB was operating with a Republican majority, who at the time, ruled that “such limits on speech were legal.” This year’s decision reverses that.

WHAT THIS MEANS FOR YOUR COMPANY

This decision applies retroactively. If any agreements that contained overly broad non-disparagement clauses were signed, those clauses are no longer considered valid by the NLRB. The presence of a non-disparagement clause in an already signed severance agreement doesn’t necessarily invalidate the entire agreement, but most certainly the unlawful portions. Also, confidentiality clauses that are narrowly focused (for example, that cover protection of proprietary information) will still be considered legal.

Employers should work with employment law experts to determine whether agreements need to be updated and make sure that going forward, agreements are not in violation. The law also states that “employers offering severance agreements must notify the employee that they have a right to consult with an attorney regarding the agreement” [Note: While this is a fairly typical part of most severance agreements, it’s notable that the NLRB found enough evidence to the contrary that they decided it needed to be codified].

Email me to learn more about how this and other recent key rulings affect your employment or post-employment agreements! [email protected]

Nathalia Colmenares - HR Administrator, PEAR Core Solutions, Inc. – www.pearcoesolutions.com

The post Crucial HR Update: NLRB Ruling Has Far-Reaching Effect On Severance Agreements first appeared on PEAR Core Solutions, Inc..

We can tell people what to do. We can tell a co-worker that we disagree with their opinion. We can push a team to change the direction of their project. We can do all of this, and it can work just fine. Inspirational leaders don’t need “tricks” to get people to do things for them, they just need to make the request and others will oblige – and they may even be happy to do it. (Actually, one could argue that a great leader often doesn’t even have to make a request, but that’s a subject for another article).

That being said, not all of us are in a position to just tell others what to do. Maybe we need something from a peer or from a manager, and we don’t feel as comfortable making those requests. Maybe we have an idea or opinion but we’re hesitant to submit it out of fear of being wrong or the idea being shot down.

Enter the question. The super-power that all of us can use to smooth our way through these tricky situations – and many more.

Asking questions is:

The importance of tone: The tone in which the question is asked is crucial. Questions asked in an accusatory or sarcastic manner can come across as a form of passive aggression, which undermines everything you are trying to do by asking questions in the first place.

The next time you are thinking of providing a correction or suggestion, and particularly if you are worried about a negative response, try turning it into a question and you may be rewarded by a more positive interaction.

Email me to find out how PEAR can help your company improve morale and build productive relationships based on respect! [email protected]

David Freedman, SHRM-SCP – VP, Organizational Development, PEAR Core Solutions, Inc. – www.pearcoresolutions.com

The post The Power of the Question Mark first appeared on PEAR Core Solutions, Inc..

Even as early as the interview process, one topic that always comes up when you’re bringing a new hire onboard is training. Creating a formal, lengthy, training process doesn’t have to be an overwhelming task for leadership teams and hiring managers, but it’s still an important part of onboarding your new hire so that they are set up for success in their new role

The PEAR team uses what we call a “New Hire Success Plan” both internally and with our clients. It’s an easy process to implement that keeps managers and employees accountable for growth and development.

Our New Hire Success Plans are a list of goals that you want to see your new hire achieve over the course of the year. Each quarter, the goal is broken down into smaller steps that the employee will take to reach that goal. Every 90 days, there’s a check-in to talk about accomplishments and evaluate.

Here’s why it works:

Employee training doesn’t have to be intimidating project to put in place at your company, and it’s a valuable retention strategy that benefits the company and your employees.

Email me to find out how PEAR can help you create New Hire Success Plans and set your team up for success!!  [email protected]

Stephanie Quinn, SHRM-CP – Director of HR, PEAR Core Solutions, Inc. – www.pearcoresolutions.com

The post Setting Employees Up for Success from Day One first appeared on PEAR Core Solutions, Inc..

A well-written sick policy is an essential aspect of any workplace as it outlines the procedures and guidelines that employees and employers should follow when someone falls ill. Some states and local laws require that sick leave, whether paid or unpaid, be available to employees, and those policies must also follow the guidelines of that location.

PROVIDING EMPLOYEE SUPPORT AND A SAFE WORKPLACE

An effective sick policy ensures that employees receive the necessary care and support when they are ill and protects the health and safety of other employees. Employers have a responsibility to ensure that they create a safe and healthy work environment for their employees, which includes having a clear sick policy with procedures on how to use it. Since sick leave is required in many areas of the United States, it’s also good to note that an employee may be eligible to use this time to take care of a covered family member.

PROVIDING PAID SICK TIME IS NOT JUST ABOUT FOLLOWING THE LAW

We recommend that all employers, even when it’s not required by law provide a paid sick leave benefit to their employees. This will help ensure that employees do not feel compelled to come to work when they are sick, which can result in the spread of illness among other employees.

KEY ASPECTS OF A WELL-WRITTEN SICK TIME POLICY

The sick policy should have clear procedures for employees to report their illness, including who they should notify and when, and how – or if - they should provide proof of their illness (keeping in mind that some states and localities have restrictions on asking for doctor’s notes). The policy should also outline the duration of the sick leave that an employee is entitled to take, and whether they will need to provide a “return to work” doctor's certification.

Employers should also ensure that the sick policy outlines the confidentiality of an employee's illness. Employees have the right to keep their health information private, and employers should only share details related to an employee’s sickness to those who have an absolute need to know. If in doubt, others should know nothing more than that the person is “taking a sick day” today.

Here is a current (as of March 2023) list of states or localities, that require a paid sick policy or will soon be enforcing a paid sick leave policy for employers to follow:

The specific requirements of these state/local sick leave laws can vary. Some areas require employers to provide a specific number of paid sick days per year, while others may have different accrual rates based on the size of the employer or the employee's length of service. Additionally, some territories allow for sick leave to be used not just for an employee's own illness, but also to care for a family member's health needs, or even circumstances beyond a sickness.

In conclusion, a sick policy is a critical aspect of any workplace. Employers have a responsibility to create a safe and healthy work environment for their employees, and a sick policy is one way to achieve this. An effective sick policy should include paid sick leave, clear procedures, and confidentiality. It is important for employers to be aware of the specific sick leave laws in their state to ensure they are in compliance and providing their employees with the necessary benefits and protections. Employers who implement a comprehensive sick policy will benefit from a healthier and more productive workforce.

To have your Company’s current sick leave or PTO policy reviewed against applicable laws in your area, please email me at [email protected].

Camille Pavelko – HR Administrator, PEAR Core Solutions, Inc. – www.pearcoresolutions.com

The post Is Your Sick Time Policy Under the Weather? first appeared on PEAR Core Solutions, Inc..

Talent retention has always been a critical aspect of any successful business strategy, and in 2023 the importance of talent retention has only increased. The global workforce continues to face unprecedented challenges, and of course the pandemic disrupted the traditional work environment, creating new challenges for employers (for example how to maintain a cohesive team, ensure productivity, retain top talent).

In this ever-changing environment, retaining talented employees has become more crucial than ever. Here are just a few of the many reasons why talent retention is so important for your organization in 2023:

Talent retention is crucial for the success of any organization in 2023. By investing in talent retention strategies, organizations can reduce recruitment costs, increase productivity, improve morale, enhance company culture, and gain a competitive advantage in the global workforce.

Email me to learn more about the talent retention strategies that PEAR has to offer!  [email protected]

Michel Lukas, SHRM-CP – HR Generalist, PEAR Core Solutions, Inc. – www.pearcoesolutions.com

The post Why Talent Retention Matters first appeared on PEAR Core Solutions, Inc..

Feelings of indecisiveness are not uncommon and often plague the brightest minds.  Logic dictates that making a “good” decision (and the “right” decision) is derived from reviewing past experiences and outcomes, understanding current conditions, trends and challenges, and having the knowledge of the many variables that are potential “doom and glooms” that you don’t have control over, yet sit in the near future waiting to pounce and completely upset the apple cart if you don’t make the right decision(s).

Admittedly, decision making can be exhausting and can often lead to making no decision at all.  In other words, not deciding creates inertia.  Inertia, as the dictionary tells us, is the tendency to do nothing or to remain unchanged.  The leaning toward doing nothing keeps the root of why a decision needs to be made lurking.  It grows.  And it grows inside of us keeping us up at night the longer we put off deciding.  Procrastination sets in while we evaluate the same past experiences that taught us some things, review the current information and research everything we can to help get us closer to having that confidence to move forward.  To no avail.  We are stuck.

Keep in mind, this is not about deciding on what to have for lunch today.  We’re talking about tough decisions in complex times.  Where the degree of uncertainty, and the stakes, are high.  When the information and facts needed to feel confident in making the decision just aren’t there.  When external factors are not in your control and the impact of the decision could negatively affect others, your business (or life) in a negative way.

Having coached many individuals through inertia, I created a simple model to help everyone feel more comfortable and confident in decision making.  Helping others to get out of the quicksand of procrastination and a model that is repeatable each time you get stuck in the decision-making process.

The S4 Decision Making Model

START * STOP * SHIFT * START

Implementing The S4 Decision Making Model will show you that there should not be any one decision, at any time, that brings the house down.  That there won’t be any one decision that ruins everything you have strived for.

Now is the time, to take the time, so you are making the most of your time here on this planet.  Nobody can do the work for you.  Cheers to a more decision-making you!  Until next time!

Email me for more insight into this topic.  Happy to help!  [email protected]

Deidre Koppelman - Founder & CEO - PEAR Core Solutions, Inc. – www.pearcoresolutions.com

The post The S4 Decision Making Model™ first appeared on PEAR Core Solutions, Inc..

Before you can decide if an Unlimited PTO policy is right for your company, we need to define what “unlimited” really means.

An Unlimited PTO Policy basically does away with the concepts of “vacation” or “sick” accruals, and employees are given the freedom and flexibility to take the time away from work that they need, while still having metrics and guardrails in place to make sure that the work is getting done.

Having a policy like this builds trust between employers and employees, and that’s why at PEAR we like to call it “Responsible PTO”.

Responsible PTO can be a great benefit to your team, but there are also some key factors to consider before implementing.

Why it’s great:

Why it has potential disadvantages:

What you need to know to implement a successful Responsible PTO policy:

Responsible PTO can be a great way to show your employees that they’re appreciated and trusted, but there are also important factors to consider before putting a policy like this in place.

Email me to find out how PEAR can help you create a policy that’s right for your company and set your team up for success!!  [email protected]

Stephanie Quinn, SHRM-CP – Director of HR, PEAR Core Solutions, Inc. – www.pearcoresolutions.com

The post Unlimited PTO – The Big Decision first appeared on PEAR Core Solutions, Inc..

If you haven’t heard, ‘quiet quitting’ is so last year, and there is no doubt that quiet quitting has changed the way we think and talk about work. The term may not be going away anytime soon, but there are some new career trends emerging in 2023.

FIRST UP: “QUIET HIRING”

Accordingly to ForbesWomen editor Maggie McGrath, quiet hiring is when an organization needs to hire for a new set of skills, but instead of creating full-time positions, the company encourages employees to upskill themselves.

While many employees are in fact looking to increase their skill set and take on more responsibilities, if they are given these extra responsibilities without an increase in pay, they could potentially feel undervalued and underappreciated “quiet hiring” isn’t done carefully. Those feelings could then lead to burnout, and burnout could lead to the quiet quitting trend we saw in 2022. We at PEAR are actually fans of upskilling and do not feel it needs to always come with immediate financial benefit, but it should be accompanied by clear and supportive communications as to why this is ultimately good for the employee, even if the money is to come later.

NEXT: “JOB CUSHIONING”

Job cushioning means giving yourself a plan B, a safety net, or an alternative option to your current job without actively looking for a new job. The origin of the word, according to Forbes, comes from the phrase “to cushion your landing.”

The idea of career cushioning isn’t surprising given recent layoffs by major companies. An economic landscape like this can be scary and shock some into being concerned about a post-pandemic firing spree.

LASTLY: “JOB CUFFING”

The “quiet quitting” trend has now given way to “job cuffing,” according to new data from Glassdoor, which reported a huge spike in job searches, increasing by 28%, between January and February.

Job cuffing, a term borrowed from the dating world, is when you tie yourself to a job for the winter months. The goal is to hunker down until the weather gets warmer and there is, hopefully, a better job market. However, according to a recent study cited by Forbes, many people during their so-called “cuffing months” are having second thoughts about starting a new job.

Although no one can say with full certainty what workplace trends will end up dominating in 2023, there are ways to ensure you are prepared, such as by planning and implementing a talent retention strategy to ensure your employees are recognized, supported, mentored, and developed in such a way that they choose to stay with the company, no matter what the latest “quiet” fad might be.

Email me to find out how PEAR can help you retain your current talent!  [email protected]

Michel Lukas, SHRM-CP – HR Generalist, PEAR Core Solutions, Inc. – www.pearcoresolutions.com

The post Workplace Trends in 2023: Quiet Hiring, Job Cushioning, and Job Cuffing first appeared on PEAR Core Solutions, Inc..