You’ve probably heard the old saying “The squeaky wheel gets the grease.” It basically means that the loudest wheel (or in the case of a business, employee) will be given the most maintenance (or in this case, attention). While heeding this instruction may serve you well if you’re working on a bicycle, it could actually hurt your company’s benefits program. Why is this? The answer is simply because the desires of your most vocal employees aren’t always representative of the rest of your workforce.

If amassing the largest quantity of college debt is a contest, it appears that the Class of 2014 has won. According to one analysis of government data, the average graduating college student this year had $33,000 in student loans. After adjusting for inflation, that’s nearly twice the amount students borrowed two decades ago. And parents who cosigned loans for their children may be on the hook for it.

Engaged employees are enthusiastic about their work. They do their best to contribute positively to their employer’s reputation and the achievement of company goals. They don’t make excuses, take excessive time away from the office, or often say, “That’s not my job.” Unfortunately, engaged employees are also fairly rare. According to a study conducted by Dale Carnegie Training, 71 percent of employees are not fully engaged. Employment experts consider the following the five biggest causes.

How do you measure the success of your employee benefits program? If you’re like 62 percent of the employers responding to MetLife’s annual benefits trends survey, enrollment rates are your criteria of choice. After all, even the best benefits package will fail at increasing employee engagement and decreasing turnover if too few of your workers take advantage of it.