Millennials are our largest generation. They’re also becoming a big part of the sandwich generation, making an urgent new case for dependent benefits.
Employee financial wellness doesn’t start with retirement savings. It starts with employees who have disposable income to put into retirement savings.
401k benefits are one of the most popular employee financial wellness strategies. Unfortunately, they’re not doing much for financial wellness. Here’s why.
Child care breakdowns cost employees (and organizations) more than just a day’s work; they also waste valuable time spent figuring out a back-up plan.
Look at “best of” employers lists and you’ll find increasing numbers adding back-up care to their benefits programs. There’s a good reason why.
Organizations want to support their employees so that they are more focused and effective in their work. But, they often ignore how helping employees manage responsibilities outside of the job can actually give them valuable skills that apply in it.
The holidays are generally a joyful time of year, though it may be difficult for employees who will notice elder loved ones’ declining health firsthand. How can companies help ensure employees’ older relatives are safe and cared for year-round?
Anxiety – specifically over the massive and looming knowledge hand-off from retiring Boomers to the next generations — was palpable at this year’s Working Mother conference, particularly as it concerns Millennials. Ready or not, Boomers are preparing their exit papers.
There’s plenty in the news about getting more women into leadership. But, we’ve seen the reality that gender equity is not going to change until men are involved as well. A key ingredient? Paternity leave.
The Happiness Advantage author Shawn Achor recently delivered the keynote at the Bright Horizons Solutions at Work LIVE conference. I got to ask him about his research and how it can be applied to managers in the workplace.