In Brief Employee expectations around mental health benefits have shifted from "should we offer them?" to "how do we do this well?" Employers that move beyond compliance to provide accessible, stigma-free mental health support gain a measurable edge in retention and engagement. This article outlines five actionable steps to transform mental health programs into true talent retention tools — from assessing current offerings and removing access barriers to empowering managers and integrating wellbeing into your employee value proposition.

Every year, Washington Business Journals hosts the Best Places To Work awards here in D.C. It’s a great ceremony that celebrates the positive, supportive cultures in companies both large and small.

Employee retention is one of the biggest challenges during Mergers & Acquisitions. Many M&As are motivated by a desire to access fresh talent, yet employee turnover can be as much as 70% following a merger.

In recent years, employers have been taking a more proactive approach to tackling employee burnout. Many companies take a big-picture approach, looking at everything from workloads to wellness benefits. The results have been positive, with lower absenteeism, stronger retention and improved productivity.

At this time of year, many organizations run large-scale surveys to assess employee engagement and learn more about the current state of play.

The 2020s have been a stressful decade for everyone, from the Quiet Quitting trend of 2022 to the slew of high-profile layoffs in 2023. All of this uncertainty has had a big impact on employee engagement.