A whopping 72% of workers age 60 or older are putting off retirement because they feel they can’t afford to retire, according to a new Harris Interactive/CareerBuilder study.

And it appears women are more likely to stay on the job than men — 76% of women said they plan to work longer because they can’t afford to retire, compared to 68% of men who said they’ll stay in the workforce.

Luckily for most (71%) of those who want to keep working, they enjoy their job and don’t want to leave.

Some other reasons older works say they want to stay on the job:

• To collect health insurance or other additional benefits they need (50%)
• They think retirement will be too boring (24%), and
• They enjoy feeling needed (15%).

The research was conducted by Kelly Services, Inc, between October 2009 and January 2010 — in the teeth of the recession. It essentially asked 134,000 people to describe their level of loyalty to their employers, and how that level had changed with the dire economy. Here’s how the employees responded:

• 27% said their level of loyalty to their employers had gone up as a result of how the employers treated workers during the tough times — and not necessarily because of increases in pay and benefits.
• 10% said employer reaction and treatment of employees during tough times had lessened loyalty to the company.
• 63% said their level of loyalty stayed the same.

The apparent lesson: Employees sympathize that times are difficult and employers have to make tough choices. Employees don’t sympathize when they perceive that companies are taking advantage of the times to mistreat workers who, because of the job market, are afraid to look elsewhere.

The bottom line: The job market will get better. And when it does, companies that handled employee relations with integrity will have the edge.

Because the House added “pay as you go” budgetary provisions, it now goes back to the Senate for approval. But one of the main provisions made it through the House unscathed.

A payroll tax holiday

The bill would give employers that hire new workers a break from paying the 6.2% Social Security tax on new hires’ wages for 2010.

But there is one catch — to get the tax break, anyone hired must have been unemployed for 60 days or more. Plus, the new hire can’t be related to the business owner and must replace someone who leaves voluntarily or is terminated for cause.

The bill would also provide a $1,000 income tax credit in 2011 for every new employee who stays on the payroll for a least a year.

In a vote that look place largely along party lines, the bill passed by a narrow tally of 217-201. The Senate is expected to take it up again this week.

We’ll keep you posted.

They help boost retention and presenteeism, too.

Forty-five percent of employees said they stay at their jobs because of the wellness benefits their employers offer, found a recent survey by the Principal Financial Group.

What do employee like most about wellness programs?

• On-site fitness facilities (27%)
• Fitness center discounts (23%), and
• Weight-management programs (19%).

Another reason employers may want to consider jumping on the wellness bandwagon: 26% of employees say they miss fewer days of work when they participate.

A new McKinsey Quarterly study revealed the following actions can help improve performance as much as (if not more than) cash incentives:

• praise from direct supervisors
• attention from company leaders, and
• opportunities to lead projects.

In fact, the study found that the supervisors getting the most from their workers in this economy are the ones praising workers, delegating responsibilities and staying in constant contact.

But the study also made sure to point out one thing: These actions only work for employees who are satisfied with their current pay.

Give up? They’re all perks employees have requested from HR and benefits pros. Want to hear some more crazy ones?

HR and benefits managers recently shared the most memorable requests made by some of their company’s employees in a recent CareerBuilder survey.

Here are the craziest requests that made the cut:

• Allow people to change their clothes in their cubicles.
• Add a tanning bed to the break room.
• Put beer in the vending machine.
• Hold the team meeting in Hawaii.
• Cover jail time under family medical leave.
• Put a tanning bed in the break room.
• Create a smoking area for medical marijuana users.
• People should be allowed to use the chair in the lactation room for naps.
• Install a swimming pool.
• Start bikini Fridays.

What the weirdest request someone’s made at your company? Let us know in the Comments Box below.

Employers shouldn’t wait around to see what happens with the Employee Free Choice Act. 

Even if Congress makes it easier to form unions, improving benefits communication today will help make sure your staff is satisfied with what you’re offering — and keep organizers at bay.

Here are three things worth giving to employees now to keep them happy and let them know exactly how much they’re getting from their benefits:

Total comp statements

These statements let employees know that you have much more invested in them than salaries.

Despite the effectiveness of this tool, only 43% of employers provide total comp statements, according to the 2009 Metlife Study of Employee Benefit Trends.

Key: Make sure the statements are personalized and clear to all employees. For example, break statements down into short, easy to understand sections (e.g., salary, health care and retirement).

Decision-support tools

Employees love to have tools (like Web-based calculators) to help them make decisions about their benefits.

These tools also boost employee satisfaction with their benefits.

One worth trying: MetLife’s free Employee Benefits Simplifier. It helps employees decide which benefits are right for “them” and even suggests coverage levels.

Off-season education

Outside of enrollment season, meet with employees and explain each part of your benefits package individually. Example: One month hold a meeting that explains your dental plan. The next month meet to discuss the vision benefits you offer.

This info will boost employees’ satisfaction and confidence in their enrollment decisions and increase participation when enrollment rolls around.

What are some things you do to educate employees about their benefits? Let us know in the Comments Box below.

Why? Many are concerned that as the economy rebounds, competition for their jobs will get tougher, and they could get left behind.

True, training isn’t cheap. That’s the reason 48% of companies don’t currently provide ongoing education or skill training for their employees.

But with so many workers hungry to learn more, it’d be a mistake to not consider providing training in one form or another.

Here’s how to address the top concerns workers have that’ll help you make the most of your training investment:

• Make it flexible. Try offering training year-round and at times that are flexible enough to accommodate staffers’ work schedules — or offer self-paced computer-based training.
• Make it meaningful. People are also looking for reassurance that training and education will pay off for them in the future. With the way people’s jobs have been changing, some don’t want to spend time learning skills they won’t need when their duties shift again.

But savvy managers have found ways to keep employees upbeat — and performing — without breaking the bank.

Here are four incentives keeping workers happy:

1. Casual dress code

Take it from the Commander-in-Chief: Casual is the way to go. When President Obama instituted casual dress in the Oval Office, he overturned President Bush’s more formal rules in an effort to foster a relaxed working environment.

A casual dress code makes workers feel more comfortable, which may increase productivity and morale. Plus, it’s a perk that doesn’t cost the company a dime.

2. Flex time

Flexible schedules are another low-to-no cost perk that works. Employees — especially younger workers — appreciate flex time because it helps balance their work and personal lives.

3. Relaxation room

Several companies have set up “relaxation rooms,” complete with tables, chairs or even cots for workers to kick back or catch some shut-eye.

You may scoff, but employees appreciate having an area where they can give their minds a rest or even take a 15-minute nap at the end of their lunch break.

4. Let ‘em use their gadgets

Policies that allow workers to use their iPods or smartphones (e.g., Blackberrys and iPhones) on the job are a hit. Plus, they allow workers to stay in touch with loved ones, without having to leave the office.

What incentives are popular at your company? Let us know in the Comments Box below.

So what do your employees want? Here are four resolutions that’ll keep them happy:

1. Stay on top of compensation trends

As you’re well aware, pay is going to be extremely volatile this year. Being mindful of trends and knowing what other companies in your area are paying will help the company stay competitive as well as realistic about the payroll budget.

2. Keep employees in the know

It’s better to give employees the full story. If not, you’re leaving them to their imaginations — which always run wilder than reality.

3. Reward those that matter most

It’s can’t be overstated: Things will be tight this year. So it’s more important than ever to reward the right people.

Idea: Stretch the bonus budget by giving promotions to top performers — the ones that are going to help the company get through the tough times. They’re the ones you need to hang onto now.

4. Ask workers how to improve their jobs

Let them know you care what’s on their minds. Listen to what they say and — if you can — act on it.