Why Your Company Needs To Build a Financial Wellness Strategy for Employees
First, what is financial wellness, and how can it be defined?
In our e-book Financial Wellness: The Topic You Can’t Afford to Ignore, financial wellness is defined as:
· The freedom to make life choices
· The ability to survive and thrive in challenging times
· Control over day-to-day finances
· Having the resources to plan for the future
Wellbeing and Your Finances
The term financial wellness is made up of two words that are intrinsically linked. After all, it’s unlikely an individual can experience high levels of wellbeing if they’re stressed about their finances.
A 2017 Workplace Benefits Report by Bank of America revealed that 56% of employees say they are very or somewhat stressed about their financial situation.
The report showed the top three financial stress factors are:
Saving for the future — 67%
Paying monthly bills — 57%
Credit card debt — 42%
Why Employers Should Care
The financial wellness of employees might seem like a private matter for individuals, but the financial stress and hardship of your employees can have a significant impact on your company’s bottom line.
In a Bank of America Merrill Lynch survey, 53% of employees reported that stress caused by their finances regularly interferes with their ability to focus and be productive at work. Barclays’ research estimates that lost productivity from money
worries alone can reduce profits by 4%.
Besides improving productivity and profit margins, supporting the financial wellness of your employees is also the right thing to do.
Supporting Employee Wellness
One of the most effective ways of supporting employee wellbeing is through your benefits offering. And a benefits plan with a particular emphasis on financial wellness support is the way to go.
However, in order for a company’s benefits offering to have a positive impact on employee financial wellbeing, it needs to be beneficial to each individual. And that’s the trick. Every employee has their own preferences and needs depending on what financial stage they are in and whether they’re a baby boomer, a Millennial, or Generation Z.
A Personalised Offer
In today’s climate, your ability to address each generation by personalising your benefits offering is crucial. So, how do you personalise your benefits offering? By catering to the needs of the individual. How do you do that? By giving each employee the flexibility to choose from a range of financial wellness options which are most beneficial to them.
This is where a flexible benefits model is most useful. A flexible benefits plan enables companies to address and support the financial wellness of each employee by ensuring every individual’s needs are met. A flexible benefits plan created by the employer allows employees to select from a variety of pre-tax offerings to create a customised benefits package that best fits their requirements. For example, your offering may allow employees to choose a preferred supplier or select the pension or insurance that best suits them.
Bank of America’s research shows that financial counselling services and tools aimed at budgeting, saving, and investing is definitely something employees want — with 86% of those surveyed saying they would participate in a financial education program provided by their employer. So, think about which financial wellness services can you offer as part of your flexible benefits plan.
In summary, a flexible benefits model enables companies to address and support the financial wellness of each employee by ensuring every individual’s needs are met.
Want to learn more? Download Benify’s free e-book Financial Wellness: The Topic You Can’t Afford to Ignore.
