If your organization is looking for loyal long-term employees, it’s important to have a set of benefits that accommodate their changing needs.
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.
A suite of helpful benefits can help your employees manage their personal and family lives while also increasing employee retention at your organization.
For working parents, no matter how old their children are, there’s bound to be something that’s weighing on their minds or schedules — and you can help.
The dreaded helicopter label hovers over all parents as we try to help (and let’s face it…over help) our children, but never more than when our progeny become college applicants. That’s when we become, well…a little crazy.
Many employees are expected to hold degrees these days, so some employers are offering education assistance, loan repayment, and tuition reimbursement.
The stress of paying for college weighs heavily on parents’ minds – so much so that it’s taking away from their focus at work.
Rolling out benefits programs based solely on personal experience (HR or company leadership, for example) risks missing entire groups of valuable contributors who don’t happen to share challenges with those making decisions.
In order to be truly family-friendly, your organization needs to be all-inclusive, no matter how each employee defines “family.”
Providing employees with opportunities to deal with physical, mental, financial, and family aspects of their lives, through work-related programs and resources, can help improve overall employee wellbeing. Take a look at four ingredients for a beneficial wellbeing program and learn how to get started.