5 ways to support the financial wellbeing of your employees

StrategyDriven Talent Management Article |Financial wellbeing|5 ways to support the financial wellbeing of your employeesTalking about money is something that many of us find difficult, especially when it is causing us stress. However, financial troubles can cause feelings of anxiety, which can have a lasting impact on workplace productivity. So, as an employer, how might you support the financial wellbeing of the workers in your care? Let’s take a look.

1. Take the time to understand what your employees go through

One study by the Money and Pensions Service, an organisation sponsored by the Department for Work and Pensions, found that 36% of adults in the UK, or 19 million people, feel worried when thinking about their finances.

There are a variety of reasons why people might become stressed, anxious, or worried when considering their finances, so take the time to truly understand what financial stressors are plaguing your employees. This way, you can effectively target the areas in which will boost financial wellbeing.

2. Start a conversation

Supporting financial wellbeing is not a one way conversation – in addition to asking your employees what their troubles are, you need to make sure you are listening and adapting to the ideas they are providing.

It is important to start a conversation in the workplace, fostering a culture that encourages open communication, no judgement, and confidential advice.

3. Offer financial education resources

According to a 2020 study by the Financial Conduct Authority, 96.7% of adults over 18 in the UK did not access specialist financial advice in the preceding 12 months.

This data came at a time when many of us were in the midst of financial troubles, unpredictability, and uncertainty caused by the coronavirus pandemic.

If over 9 in 10 UK adults do not access financial advice even during the most uncertain times, it is clear that many of us will be unlikely to reach out to a professional when times are tough. Thus, it can be fruitful for businesses to offer financial resources for their employees, allowing them to educate themselves and gain access to crucial information, even when they might not feel comfortable approaching a professional.

4. Offer practical support

In addition to providing employees with educational resources, it can also be a good idea to back this up with practical resources, too. These offerings will provide practical support to those that need it, giving them everything they need to improve their financial security.

Practical support resources you might consider include workshops, training days, an onsite financial advice team, group income protection, life insurance, death in service benefits, and much more. Support such as income protection and life insurance will give employees the peace of mind that their essential bills can still be paid in the event they lose their income or their life.

5. Encourage an ongoing culture of communication and support

Finances are a continuous part of life – even if employees get a pay rise, this might not make worries of paying off the mortgage go away instantly. Thus, it is important to think of this as an ongoing process towards financial wellbeing, as opposed to a quick and instantaneous fix.

Perhaps you can schedule regular training sessions, or send monthly updates about the resources and benefits that employees have available to them?

Overall, with these ideas and resources in mind, businesses will have the means and opportunity to build, support, and grow financial wellbeing in the workplace.

The Top Benefits of a Corporate Wellness Program

StrategyDriven Talent Management Article | The Top Benefits of a Corporate Wellness ProgramThese days, the most pressing challenges that employers face are attracting and retaining top talent. If you want your company to stand out from the crowd and interest standout candidates, you must find creative offerings. While a competitive salary and benefit packages are key, you also need to show prospective employees that you care about them as people rather than just workers. Corporate wellness programs can help you with this. So, what other benefits follow the establishment of a corporate wellness program?

Improved Employee Productivity

First, such a program can increase your staff’s productivity. After all, happy employees are more likely to work hard and remain focused. Individuals struggling with mental or physical health issues often struggle to complete tasks. But a wellness program can help you take proactive steps toward supporting health and wellness. As a result, employees have more energy to focus and fewer distractions to undermine their productivity. If you want to boost output, focus on your workers’ mental health.

More Continuity and Less Turnover

Another significant benefit of a corporate wellness program is how it increases continuity in the workplace. When employees struggle with their health and wellness, they tend to take time off work. Someone else must then pick up the tasks of that staff member. If you want to avoid this issue, you must keep your employees as happy and healthy as possible. A corporate wellness program will help you do just that.

Attract the Top Talent

Finally, the greatest benefit of a corporate wellness program is its capacity to attract talented individuals to the workforce it supports. More than ever before, employees care about their office’s atmosphere. They want to know their company values them as individuals and team members. If you put extra time and effort into keeping your employees happy and healthy, talented individuals will want to work for your organization.

Set Up a Corporate Wellness Program

To illustrate that you care about the health and well-being of your employees, establish a wellness program. If you have never created a wellness program before, you need not do so alone. Reach out to a professional who can help you establish effective health initiatives.

The Brief Guide That Makes Talking to the Best Recruiter Simple

StrategyDriven Talent Management Article |best recruiter |The Brief Guide That Makes Talking to the Best Recruiter SimpleAre you wondering how you can communicate with the best recruiter companies in the world?

The recruitment industry can go a long way in helping job seekers find the right roles. A recruiter will get to know you and your work history. They’ll also take into consideration what you want out of your next job. Then, they’ll match you with employers who are looking for people like you.

But to get all this information, they’ll need to talk to you. As such, knowing how to present yourself well is crucial. Below, we’ll get into our top tips for talking to people in the recruitment industry. Keep reading to learn more about how you can best present yourself to get a job!

Find a Place Where You Can Focus

Once you’ve scheduled a call with the best recruitment agency, you should find a place where you can talk without experiencing any distractions. Avoid busy, loud places where you may struggle to hear.

You also may want to ask someone else to watch any children you have. That way, you won’t get distracted by needing to take care of their needs.

When you’ve found the right place, test the internet or cellular connection, depending on which one you’ll use. That way, you can make sure you’ve got a strong enough connection to sustain the call.

Keep Professional Etiquette in Mind

As soon as the recruiter calls, you’ll need to keep your tone and words professional. Answer the phone with a polite, “Hello, this is *insert your name here*.”

Then, seek to establish a good rapport with the recruiter. In a cheerful voice, tell them that you’re glad to hear from them, and thank them for taking the time to talk to you.

Throughout the conversation, avoid using overly casual language. If you can’t understand the recruiter, avoid saying something like “Huh?” Instead, use the phrase, “I’m sorry, could you please repeat that?”

You don’t want to seem too stuffy, either. Keep in mind that the best recruiter will try to get to know you, so it’s fine to be yourself!

Have a Main Point in Mind

Before the call, you should prepare a main message you want to get across. This should be related to who you are and the type of work you want to do.

Main points serve you in two primary ways. First, they can help you really impress the recruiter. If your main point is backed by proof of your achievements and is unique to you, you might stand out. Having a main message also helps you if the recruiter asks a question you didn’t anticipate.

You can do your best to answer the question quickly and then transition back to your point.

Want to Learn More?

Now that you’ve read this guide, you’re ready to start talking to the best recruiter.

While you’re on the phone, you should have your resume in front of you so you can talk about your past work experiences. Make sure to prepare answers to common interview questions, too. That way, you’ll stand a better chance of getting matched with a great job.

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Pros of Hiring Executive Assistant Recruiters

StrategyDriven Talent Management Article |Executive Assistant Recruiters|Pros of Hiring Executive Assistant RecruitersWhen a famous movie trilogy featured Atlanta in its second franchise, the City in a Forest is now known to most film producers as the Hollywood of the South.

But trees and movies aren’t the only things thriving in Atlanta. In 2021, 29 companies belonging to the 2020 Fortune 1000 chose to be headquartered in Metro Atlanta. What makes it even a bigger deal is that 16 out of the 29 companies also ranked in the elite Fortune 500 list.

To say that the city is redefining how business is done in America is an understatement. Opportunities are booming alongside diverse, vibrant communities and lush green spaces.

In the fast-paced world of companies, it takes a team to make the most flawless of executions and the smartest of strategies. Yes, a company’s senior management may be outstanding. But at the end of the day, they are booked and busy.

To navigate their day-to-day must-dos, it is ideal that they find someone who can iron out a lot of bottlenecks in their schedules and priorities. In addition, they need someone who can optimize their workflow and maximize their efficiency and effectiveness.

There are many boxes to tick, so should you tap executive assistant recruiters in Atlanta to help find the top candidate?

What does an Executive Assistant do?

Gone are the days when the glamorized role of an executive assistant was the norm.

Now, they don’t just jot down notes, schedule meetings, and answer calls for the boss. Instead, they are the powerhouse business partner and support every successful executive needs.

Sure, they still manage calendars, coordinate meetings, and take calls. But the executive assistants of today are also tasked with giving much more high-level support.

They can analyze documents, prepare reports, attend and be involved in meetings on behalf of the senior manager they assist, and even supervise clerical staff who are also under the senior staff’s office. Basically, they do everything to make sure the executive is prepared.

Your Ideal Executive Assistant

Since they make sure the executive they attend to is always prepared, the ideal executive assistant is, too. In fact, being prepared is the bare minimum. They need to be proactive, not reactive, and always two steps ahead.

You wouldn’t believe what’s on an executive’s plate: mountains of things to be checked, discussed, rejected, strategized, and approved. Every decision needs to be an informed one because one miscalculated move can mean a negative hit to the company.

Given this colossal ask, executive assistants should also take on the role of a project manager. Each task, or in this case, “project,” needs extensive strategizing and religious monitoring. The ideal EA is crucial to their executive’s productivity.

Executives rely on their assistants to evaluate the current flow and execute ways to improve it. Apart from being resourceful, technology boosts efficiency, so an ideal assistant should also be a techie one.

Lastly, an assistant with good written and oral communication skills is a significant plus.

Since they are expected to represent the executive when they can’t make it to functions and meetings, the assistant becomes an extension of the senior staff. A polite and eloquent assistant begets respect and good impressions of the person they represent.

Why Tap Executive Assistant Recruiters

If a senior management staff is looking for an assistant, why should you start the search by looking for recruiters? Instead, why not find an assistant directly?

The most open secret in recruiting is that the top talent is always employed. Therefore, finding the A-Player on your own could end up in finding none at all because they are already hired and won’t be actively looking for a job.

But with the help of executive assistant recruiters in Atlanta, you get to know who the best candidates are by paying the appropriate recruitment fees. Hiring a recruiter will let you:

1. Access their network of quality candidates

Executive assistant recruiters in Atlanta hire all year round. They also follow a rigorous process of headhunting candidates to ensure that they are affiliated with the best of the best. You are guaranteed that whoever gets forwarded to you through the recruiters is an ace.

2. Save time and money

The recruiters do all the nitty-gritty for you. Then, all you have to do is focus your energy on doing business, maximize profitability, and wait a short while for a candidate you can hire immediately.

3. Speed up the hiring process

Shortening the time spent in hiring is always a recruiter’s specialty. This specialty is a win for you since you get to onboard a key team player at the soonest possible time.

To Wrap It Up

An executive assistant can make or break a leader’s management style, so finding the most outstanding is key to the best results.

Creating Employee Benefits Programs

StrategyDriven Talent Management Article |Employee Benefits Programs|Creating Employee Benefits ProgramsDuring these challenging times, organizations are scrambling to recruit, motivate, and retain talent. One important way to gain a competitive edge is by knowing which benefits these days matter to your people the most.

How you’re supporting your employees, current and future, in this topsy-turvy environment can mean the difference between a loyal and resilient workforce and one that’s noncommitted – to you or its work.

So, you must put a premium on setting up the best benefits program possible. After all, benefits are a key component of the overall compensation package. Here’s what you need to know about creating employee benefits programs.

A Budget Must Be Established

Regardless of what kinds of benefits you offer, you’re going to have to figure out how much you can spend on a benefits package. This amount will be based on how much you can handle and what employers are offering as standard.

When calculating your budget, it’s crucial that you conduct a cost analysis per benefit. To help guide you, the federal Bureau of Labor Statistics keeps data on all the differing amounts that employers shell out for various kinds of employee benefits such as health, dental, and vision insurance; FSA and HSA; retirement planning; commuter benefits; and life and disability insurance.

There Must Be Decisions About What to Include

Now you must figure out what goes into your plan. Employers usually choose among medical, dental, vision benefits; paid time off; retirement savings options; FSAs or HSAs; life and disability insurance; and work/life balance perquisites.

Note that while you aren’t required to provide all the above, those elements are still considered the basics, when it comes to benefits plans. More and more, to get a leg up on rivals, organizations are expected to go beyond the fundamentals and offer creative employee experiences such as free yoga classes or daycare services, pet-friendly workplaces, or free workplace snacks and drinks.

Total Compensation Must Be Determined

In addition to the paycheck and requisite benefits, total compensation lumps in employee compensation such as any commissions, bonuses, child-care and tuition assistance, profit-sharing distributions, IT reimbursements such as personal computer, public transit credit, employee assistance programs, or gym or club membership.

The Plan Needs Rechecking

Now that you’ve gone through all the major steps, scour the plan before you put it in place. If you aren’t using an external resource such as Mercer to help you, you’ll have to contact healthcare providers on your own to find the best employee benefit programs for your organization.

The Plan Gets Launched

Congratulations, as you’re now ready to communicate to your employees not only what has been developed, but how and why. This means that after notifying your staffers of the plan, but you’ll need to provide details and give people a chance to ask questions. Then you need to publish the program so that employees have a portal or some place to return to for points of clarification.

You should also be certain to add your new top benefits to your company’s online career page where prospective talent can see it. The new benefits should also be included in your job advertisements. After all, a Glassdoor survey found that about half of jobseekers reported being frustrated by the lack of online info about an organization’s benefits.

As you can see, creating an employee benefits program is more than a notion, but at least now you know what goes into it. To put a program in place, we recommend not only that you get outside help, but that you go with the consultant Mercer for its breadth of experience and expertise. The firm will work with you to produce health and benefits solutions that will benefit your employees and their families, as well as your organization.