Aetna created a lot of buzz at this year’s Health Benefits and Leadership Conference where they outlined how – and more importantly why – they believe education’s time has come.
It’s no surprise that financial wellness benefits continue to gain steam among employers. If you haven’t already considered them, here are five reasons you should.
Financial wellness benefits are gaining steam. But to get value they’ll need to include the thing that’s torpedoing budgets in the first place — college.
How exactly will organizations feel today’s college decisions in the future?
To fully grasp the excitement about education as a powerful strategy, one need only look at some of the facts from this year’s EBN Expo and conference:
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.
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?
It’s one thing to offer education assistance; it’s another to make it work for you. Here are 10 things you’ll need to capitalize on your program.
Predicting a major productivity problem for your organization and heading it off before it becomes an issue might be easier than you think.