When it comes to benefits, what do employees really want?

Many employers are mystified by this question, and for good reason. As the list of potential benefits grows ever-longer, companies must determine not only which are feasible to offer, but which will attract and keep top employees as well.

But there is hope. Recent research indicates that for top talent, the most-desired benefits fall into one of two general categories:

• benefits that provide greater autonomy and control over their work, and
• benefits that provide support both now and in the future.

Employees also agreed uniformly that it's time for businesses to skip the "gimmicks." A Ping-Pong table and gourmet snacks in the break room do little good if employees are overworked, lack realistic healthcare and retirement options, and feel as if their career growth is not taken seriously.

How do you choose benefits that keep employees happy, healthy and in the fold -- and attract top performers, too? Here are the top choices employees wish you'd provide:

Autonomy, Control, and Career Growth

High performers are self-motivated and goal-focused. Often, the best way to nurture their talents is to give them the space they need to do their best work.

Employees prefer benefits that increase their autonomy, their control over their workflow, and their opportunities for professional growth. These benefits both provide the tools to do great work and the sense of trust that reassures the employee that the company believes they are capable of self-directed achievement.

The most-desired benefits in this category include:

• Telecommuting when the work allows it. Working from home, on the road, or in the local library or coffee shop allows workers to jump-start their creativity by "shaking up" their usual routine. It makes it possible for employees to finish tasks even when they're feeling a bit under the weather. (Bonus: Encouraging sick employees to stay home for a day of bed rest keeps healthcare costs down and reduces the risk that the virus will spread to other workers.) And it tells employees that the company trusts them to do their work without a micromanager peering over their shoulders.
• Flexible scheduling. Flexible scheduling allows workers to schedule their work hours during their own "peak" productivity times. "Early birds" may prefer a 7 a.m. to 3 p.m. schedule, for instance, while "night owls" may choose to work from 10 a.m. to 6 p.m. When work doesn't require employees to be present during certain hours, flexible schedules improve work-life balance and let employees work when they are at their best.
• Professional development and continuing education opportunities. As companies tightened their belts in the recent recession, budgets for professional development, training, and continuing education took the hit. But providing meaningful access to learning both supports employees' professional growth and results in a more educated workforce -- a competitive "bonus" for the company.
• Good management. While "good managers" aren't traditionally considered an employment benefit, few things drive away top talent faster than a bad boss. Job satisfaction is directly correlated with manager-employee relationship quality. Investing in manager training and encouraging authentic relationship building among employees and supervisors becomes one of the most powerful tools for attracting and keeping top talent.

Employee Support

Employees whose benefits provide the current and future support they need worry less. Fewer worries result in more energy to spend on work. And employees who receive these benefits are more likely to feel as if their company values them as people and that they are compensated properly for their work -- which encourages them to do their best.

"Employee support" benefits include options like:

• Health and wellness insurance. Recent healthcare law changes have required many companies to offer insurance to employees or to improve the coverage of existing policies. To attract top talent, however, don't settle for the minimum insurance requirements. Instead, offer a comprehensive plan that also covers "wellness benefits" -- things like gym memberships, massage therapy, and visits with nutritionists. Wellness plans help prevent employees from getting sick, reducing healthcare costs; good health insurance ensures employees see a doctor when they need to and get back to work more quickly.
• Retirement plans. Employees who rank retirement plans among their top concerns do so because they know that a secure future lets them focus on the present. Improve retirement plans or increase employer contributions to an existing plan to attract top talent.
• Life insurance. In one study, employees ranked life insurance just below retirement and health insurance in their most-preferred benefits.
The security that comes with knowing their loved ones are protected offers invaluable peace of mind to many employees -- which frees up valuable mental "processing power" for their current work.

Give Employees the Benefits They Want

Whether you're negotiating a job offer with a new employee or trying to encourage current top performers to stay, providing the benefits employees really want matters -- sometimes, even more than a salary increase.Quality benefits send the message that employees are valued as people, not merely as productivity units.

To offer the best benefits to your employees, start communicating! Gather information on what your employees want most, and obtain regular feedback about benefits options. Integrate this information into your recruiting and retention efforts. Your staffing partner can help.