The general attitude I feel is that of mistrust, and underutilization of benefits due to the wealth of information. The type of attitude is determined by economic needs, education on the benefits and the history of the employee relationship with previous companies. If something sounds too good to be true more often than not, it is .The economy has left a lot of people more cautious with their money and investments especially after the ENRON scandal.

Every day we see an employee paying into benefits only to find the company is out of business or has gone bankrupt. The most common thing that I have seen is mergers that take on new benefits that leave prior employees out in the cold without seniority or longevity benefits. This has led to the mistrust of benefit packages. Benefit packages are sometimes hard to understand by the average employee. If they do not understand it and how it will work in their benefit employees tend to not opt for a particular benefit.
There is also perhaps unclear cost associated with a benefit; take home pay may be less due to the allocated cost There are ways to educated and ensure that the employee is aware of benefits and feel comfortable being an active participator. The HR department can have a job benefit fair were there are counselors available for questions and concerns. Sometimes it helps to see the big pictures and employees need to see a timeline for future benefits .Asking for feedback gives the HR department real and relevant issues to address. Have web sites available for employees to look at options and sign up for them. Educate about enrollment well ahead of a deadline for enrollments.

The employees also has a part to play in changing their attitudes towards benefits. Talk to the broker or insurance carrier. Network with other individuals in the company and find out their ideas and strategy for benefits.