Financial challenges are known to negatively impact productivity. A lot of the worst financial decisions are education related, and many come down to information – or lack thereof. And college debt and financing are areas where employers can have real impact.
Financial wellness programs are one of the fastest-growing areas of employer benefits – yet are also one of the broadest categories. What counts as a financial wellness program, and why are employers doubling down on their investments?
What’s on the minds of talent leaders? According to the recent SHRM 2017…plenty. Here are 3 takeaways that generated the most buzz.
Benefits are often chosen based on their projected macro returns. But the actual value is often felt on a micro level – as in the real ability of a real employee to do an important job on a specific day.
What are your toughest jobs to fill? More importantly, are you looking in the right places to fill them? You might be surprised.
The widening gap between the available talent pipeline and employer needs indicates employers need to carefully rethink their talent strategy.
The average college debt is around $30,000. And it reflects a larger trend – people giving up on the specific purpose of college merely to pay back the cost of attending.
Back in 2015 during the AFC football championship, New England Patriot Julian Edelman (who is not a quarterback) threw a 51-yard touchdown pass that changed the course of the game. That moment holds lessons for businesses as well as football teams.
It’s not just about the money. That’s one of the takeaways of a recent webinar discussion with EdAssist’s Mark Ward and Tracy Beard about maximizing the efficacy of today’s tuition programs. How much you cap your programs is one aspect: how you design them is another.
Data shows how big a role college plays in financial wellness, both for today’s parents trying to survive without resorting to a diet of macaroni and cheese, and tomorrow’s graduates doing the same while saddled with large amounts of debt. And that compromised financial wellness has known costs for employers.