No matter what the job, there’s a lot to be said for letting the experts do what they do best. In our work at EdAssist, I hear people say often that they thought running an education assistance program would mean a rubber stamp and a checkbook. Then they tried it out.
Dads are no longer automatically putting work first. This new order has been playing out in organizations everywhere: dads rethinking employment choices and choosing jobs based on how they will affect their ability to spend time with children.
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.