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During a recent episode of NBC’s “The Voice”, which aired the week of Veterans’ Day, host Carson Daly interviewed a 28-year veteran about his transition from U.S. Army colonel to Starbuck’s employee.  Starbucks, which has pledged to hire 10,000 veterans over a five year period, was sponsoring the show.   The vet described the process by which he transformed from member of the military to member of the corporate HR leadership team.  The audience applauded and the show continued but that moment, offered up during prime time, is indicative of the commitment employers are continuing to afford those who have served and are seeking work in the private sector. (Full disclosure: that soldier is this proud author’s older brother.) 


Benefits have always been a critical piece in the employer’s box of tools for attracting and retaining employees and setting itself apart from other employers in the contest for talent. A well-designed benefits package can help to draw in the best employees, motivate them, enhance their loyalty and reinforce good performance.  The 2012 Workforce Retention study from the American Psychological Association (APA) makes it clear that benefits are very important to employees. Sixty percent of the respondents in the survey cited their employee benefits package as one of the primary reasons they stay with their current employer. 

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