With fears of a possible recession growing, it’s time to start talking about money. Financial wellness programs are growing in popularity with employers who recognize that if employees are stressed about money, they can’t focus and stayed engaged on the job. An effective financial wellness program includes tools, education, and resources to help employees progress toward their goals — whether that’s paying off debt, saving up for a house, or reaching a certain amount in their bank account.
Starting a corporate financial wellness program may seem overwhelming but taking it one step at a time makes it simple. Here are five steps your organization can take to make a successful financial wellness program for its employees.
Step One: Discovery Phase
The first step in creating a financial wellness program is to review your company’s goals and objectives. Survey your employees about their financial health. Surveys are effective for getting the pulse on what your employees want out of a financial wellness program. Survey questions shouldn’t be too personal and should be anonymous — for example, you can’t ask, “how much debt do you have?” Instead, ask questions that will let you see where a financial wellness program might help. You can ask if learning about financial wellness would help them and if knowledge to how to successfully budget money would make them less stressed. By reviewing survey data, you can better understand which areas employees would benefit from most allowing you to build a financial wellness program your team will actually use.
Once you’ve surveyed your employees and, analyzed their responses, set specific objectives and goals for the program, you can measure progress towards these goals by tracking participants’ participation in the program. For example, if you find that most of your employees are struggling with credit card debt or student loans, you can create a program that helps them navigate those issues with expert advice and tools they can access at work.
Step Two: Explore + Expand
Review the information you’ve gathered and make any necessary adjustments to your program. Maybe you already know what the program should entail, but after gaining input from your employees, you might have to make some changes. For example, you may discover that your employees want to focus more on paying off debt rather than saving money. Therefore, you could shift your focus from general savings to debt reduction. Once you figure out what your employees are interested in, you can start researching ways to help them achieve their other financial goals.
Review the financial wellness resources available, including software such as Enrich, Gradifi, and Spring. Well-designed financial wellness software includes budgeting tools, gamification (e.g., points you can earn for reaching goals), and money management training. Finance counseling can also have budget creation and financial goal setting. Even if your company can’t cover the cost of a whole financial solution, you can provide related content to help you become more financially healthy—such as informational pamphlets and tips on improving your credit score. The most essential thing you can do is offer free online financial literacy classes that your employees can take in their own time.
Step Three: Build the Program
Once you understand the available resources and data, it’s time to build the program. Creating a committee with representation from both management and employees is a good idea. That way, everyone can be involved in the process, ensuring that someone is responsible for following up with each employee on their progress throughout the year. This could be a financial counselor, human resources representative, or team leader who has regular contact with employees and their supervisors daily. They could do the following: a review with employees what they want to accomplish in their finances over the coming year; identify goals that might need to be prioritized above others; or explain how to use any additional services (such as budgeting software).
Establishing trust between employees and whoever oversees the program will be essential. Communicate how the financial wellness program will work, how it relates to other benefits, and what workers can expect from it.
Step Four: Communicate
Effective communication is essential to the success of any financial education program. Employees need to know that you care about their financial future, and they need to feel confident that they can come to you with questions. This can be achieved through regular check-ins—once a month or quarter is a reasonable amount of time for employees to feel like they can come back and track what they’ve been doing. If you only communicate with them once a year, they may not be as invested in the program as they could be and may forget what they’ve learned in the previous months or years.
Regularly communicating with employees can help you ensure they are progressing in their financial literacy. This can be achieved through check-ins conducted by leaders who have created the financial wellness program. Ask questions about how participants are doing and how much progress they’ve made on their goals since the last meeting. If participants are struggling with something, ask them about the steps being taken to address that issue and offer any additional assistance that may be needed.
Step Five: Monitor Progress
To ensure the program’s success, you should monitor it on an ongoing basis. At regular intervals, survey employees to see if they are making positive changes in their spending habits. Some companies include a one-question survey with each paycheck to determine if the employees feel the program is valuable and effective. Other companies conduct more extensive surveys that ask about specific aspects of the program, such as how well it’s helped employees control their spending or how much they’ve learned about financial wellness.
Results from the surveys will help determine whether the program needs to change and how successful it has been since its inception. If the feedback looks positive, continue with what you’re doing and don’t make any major changes unless you notice a significant drop in participation or some other sign that indicates something needs adjustment.
A corporate financial wellness program can be a great tool to help employees gain personal responsibility for their finances and better understand how to make informed and intelligent decisions about their money. By implementing financial wellness programs at work, you’ll equip your employees with the tools they need to succeed financially—and see a return on investment in the form of higher productivity for your business.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
During the summer months, many companies face productivity challenges. Employees are distracted by thoughts of the sun, beach, parks, and pools—all the excitement and distractions the season brings. To avoid declines in productivity during the summer months, a company must be able to adapt to the changes. Here are four ways your company can boost employee productivity during the summer.
Offer Summer Hours
Summer hours give employees more time to enjoy the nice weather and other recreational activities while allowing them to remain productive at work. This can be especially true during the summer when many people take weekend trips or spend time with family. Some companies have started offering summer hours on Fridays or flex-time Fridays as an employee perk. This could look like shorter hours on Fridays or even offering one Friday off per month during the summer. Supervisors could also cross-train
their employees so they can cover one another so more people can take time off without the bottom line taking a hit.
Try Something New
During the summer, expect some productivity slumps. This may be because some people have more free time on their hands, or they’re distracted by summer activities like vacations or family reunions. To avoid your staff from slumping too much, summer is a great time to involve your staff in challenging themselves to grow and develop professionally – or even take on new projects. For example, you could develop a new product or service, host a wellness challenge, or make sure your employee handbook is up to date – the possibilities are endless!
If you want to continue doing what you do best while keeping things productive in the workplace, try experimenting with a few different ideas this summer. Maybe even set up a brainstorming session where you ask everyone what they would like to do to help them stay motivated and productive.
Take Advantage of the Sun
While it may seem like a breeze to spend your days working in air conditioning, it’s crucial to take advantage of this sunshine by encouraging your employees to get outside for at least five minutes each day to keep stress levels low and productivity up. Host an outside team lunch at a nearby park, reserve a table at a local cafe with outdoor seating, or plan a staff Happy Hour on a patio. If you have remote employees, encourage them to take meetings outdoors or make sure they get the invite to any company activities when feasible.
Make A Positive Difference
Summer is a time when everyone is looking to take a break from their regular routines and have some fun. Consider organizing activities that give your team a chance to get involved in the community and make a difference. Organized a day of community service, you could plan a community cleanup, where everyone spends the day picking up trash along roadsides and hiking trails. These opportunities allow your staff to get involved in the community and bond with other team members, making them more
productive during their time in the office.
Organizations may find employee productivity decreases when employees get distracted by summer fun and schedules. To keep productivity high during these months, companies should consider implementing summer hours or flex-time, encouraging their team to grow and develop with new projects, taking time to get outside, and offering opportunities to get involved in community
activities, you can ensure productivity doesn’t slip during the summer months.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Juneteenth, celebrated on June 19th each year and commemorates when the last enslaved African Americans learned of emancipation and their freedom and is celebrated as a day of hope. In recent years, Juneteenth has evolved into a celebration of African American heritage and a time to respect those who suffered greatly under the horrific injustices of slavery.
Juneteenth should be recognized by companies as a way to honor and celebrate African Americans in the workplace as well as bring attention to the continued inequality and injustice the BIPOC community still faces. Here are four ways companies can celebrate Juneteenth.
Plan a Juneteenth Volunteer Day
Community service is one of the best ways to show your company cares about more than just profit. It’s also one of the most effective ways to ensure employee engagement and loyalty which leads to long-term retention. It also builds a sense of community within your organization as your team has the opportunity to band together around a common cause. Juneteenth offers many opportunities for people to volunteer or provide community service. Partnering with BIPOC-focused or led organizations to volunteer is a great way for organizations to celebrate Juneteenth meaningfully.
If having people spend part or all of their workday volunteering, giving a financial contribution to a BIPOC charity or non-profit is also an excellent way to highlight Juneteenth. African American Leadership Forum (AALF), African American Roundtable, and Black Women for Wellness are just a few national non-profits that could benefit from your company’s support. But don’t stop with these national non-profits. Look for local organizations that support African Americans in your area. By supporting a Juneteenth event, your company can recognize the primary mission of Juneteenth and celebrate the local Black community.
Make Juneteenth a Paid Holiday
Juneteenth is an opportunity for businesses to show support for their employees and communities by making Juneteenth a paid holiday. Organizations that have made this move include Nike, JCPenney, and Target as well as many smaller companies in cities just like yours. Taking the day off allows your team to reflect on the holiday’s meaning or spend time volunteering in their community.
Providing your employees an out-of-office message about Juneteenth’s history and significance can make a more profound impact on why the holiday is being observed as shows you are a progressive, forward-thinking employer who cares for the wellbeing of all its employees. You can build your employer brand by showing the company’s commitment to diversity, inclusion, and equality.
Host a Lunch and Learn
Lunch and learns are an excellent way for an organization to bring their team together and make them educate them on the significance and importance of celebrating Juneteenth. There are various online webinars or training your team can watch, or you could bring in a speaker or BIPOC community leader to teach your team about Juneteenth. Or, go even further by hosting a panel discussion with employees, who can open up with each other, grow closer, and improve communication and teamwork skills.
Transparently Share Diversity, Equity, and Inclusion Initiatives
Use Juneteenth as a launch pad to talk critically and honestly with your employees about the organization’s DEI initiatives. HR can share demographic breakdowns of your staff and acknowledge areas that are doing well and where you fall short in meeting DEI initiatives. Explain how DEI benefits a company by attracting talent that reflects the customers and communities it serves while increasing employee engagement, productivity, and retention.
Engage your employees in the process. Consider starting a DEI Committee within your organization to prioritize diversity and inclusion efforts and initiatives. Organizations can also offer other opportunities for their employees to participate in DEI initiatives like creating affinity groups or mentoring programs. Let them share their experiences so others can learn from them.
Juneteenth is considered one of the most important holidays for African Americans and should be recognized on a larger scale within organizations. By volunteering in the community, offering it as a paid holiday, hosting a lunch and learn to educate your team, and being open about the company’s DEI initiatives, your company can help employees celebrate Juneteenth.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Happy Pride Month from EG! June is internationally recognized as Pride Month in honor of the Stonewall Riots that took place in New York City on June 28, 1969. Today, Pride month is typically highlighted by cities worldwide to celebrate the LGBTQIA+ community with parades and festivals. These riots have been called a watershed event in the fight for LGBTQIA+ rights and the broader struggle for social justice and equality in the United States.
Pride celebrations offer a chance to celebrate the achievements of the LGBTQIA+ community. Although many modern workplaces have made strides in improving diversity and inclusion in recent years, however, there is still much work to be done. It will take more than hanging a Pride flag in the window or changing the profile picture on your company’s social media pages to authentically show your organization’s allyship to the LGBTQIA+ community. Here are four ways employers can make their workplaces safe and welcoming for all LGBTQIA+ employees.
Create Opportunities for Education
At the heart of diversity and inclusion efforts is education. Hosting workshops on topics relevant to DEI can make a huge impact on how your employees feel within your organization. Professional trainers can provide information on why LGBTQIA+ employees may be wary about coming out and educate your team on inclusive language. This approach fosters understanding and supports your LGBTQIA+ workforce!
If in-person training is too costly, you could ask current employees who identify as members of the LGBTQIA+ community to share their experiences and expectations for what a safe and inclusive workplace means. This could also be a panel discussion where other team members can ask questions and give ideas for how to continue creating an inclusive-first workplace. Remember, only have these individuals share what they are comfortable with and never assume they’d be willing simply because they identify as LGBTQIA+.
Online training tools are also a great option for bringing DEI education to your employees. For example, Google provides webinars and online courses that address specific DEI issues in the workplace. You can also search online for a free video series or an online course about diversity issues in the workplace.
Evaluate Your Anti-Discrimination Policy
A good anti-discrimination policy is vital to an inclusive workplace. If it’s been a while since it was last updated, take stock and make sure this policy is up to date and well-communicated. While many companies do have some policy in place, not all take the steps necessary to ensure it covers the needs of their employees. Is the language inclusive? Does it clearly state homophobia will not be tolerated at any level of the organization? Is there a clear path for an employee to report any harassment or discrimination they’re experiencing? Consider also including protections based on gender identity and gender expression to your anti-harassment policies and health insurance coverage for transgender employees. Making very clear and well communicated anti-discrimination policies will mean your whole team will feel safe and accepted for who they are so they can focus on doing their work to their best abilities instead of fearing how they will be treated.
Support LGBTQIA+ Led or Focused Charities
Pride Month is a great time for showing financial support to LGBTQIA+ charities. Your organization can make a donation as well as encourage employees to do the same by offering a donation match. Companies can also support local Pride Festivals and have employees volunteer to become more involved with the community and publicly show their support for the LGBTQIA+ community.
It’s also important to note that employers don’t have to wait for Pride Month; they can choose an LGBTQIA+ charity and donate all year long. This shows employers respect and celebrates the LGBTQIA+ community beyond the month of June. This can help attract top talent and retain employees who believe in the company’s mission. In addition to donating funds, employers can support an LGBTQIA+ charity by encouraging employees to volunteer or participate in a fundraiser.
EG currently is sponsoring both the 2022 Kalamazoo and Grand Rapids Pride events as well as participating in the festival. Some other LGBTQIA+ charities EG supports and encourages you to donate to or get involved with include: The Human Rights Campaign (HRC), The Trevor Project, and GLAAD.
Make a Point of Celebrating Pride in the Office
You can create a more inclusive environment for your LGBTQIA+ employees as an employer. This can be done by making a point of celebrating Pride Month in the office. Organizations can decorate the office with banners, flags, or inclusive welcome signage. These actions may not seem like much at first glance – and certainly are not enough if it’s all you’re doing, but they significantly impact those individuals in the LQBTQIA+ community who work for your organization.
You can also, encourage your employees who work remotely to decorate their workspace. You could provide them with tech backgrounds or flags they can display. Making the workplace a safe space for your LGBTQIA+ workers creates an environment where they are comfortable and confident at work and can truly be themselves.
There are many ways to celebrate Pride Month at work, but it’s essential to make sure your organization does it authentically. By providing educational opportunities, creating an inclusive anti-discrimination policy, making donations to LGBTQIA+-focused charities and volunteering, and making a point to celebrate Pride in the workplace will set an excellent example for everyone on your team!
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.
Congratulations, you just landed your first job! You’re excited, nervous, and confident—all at the same time. However, while the early career stage can be mentally and emotionally challenging, but it is also full of exciting opportunities. You have much to learn, and so much of what you’ll do as a professional is still unknown. If you establish good habits early on in your career and work to keep them going, you’ll make for a more productive and successful employee overall. Here are five helpful tips for developing a successful career.
Make Asking for Feedback a Habit
Asking for feedback is scary, but it’s also the best way to take your performance to the next level. Try to get feedback from your manager and colleagues on an ongoing basis. Make it a point to set aside time with your leader to regularly reflect on your performance and growth. Consider asking for this feedback at the beginning of a project or when you notice a problem that needs correcting.
Whenever possible, ask for feedback in person. If that’s not possible, try calling or texting instead of emailing—this will increase the chances that your request won’t get buried in someone’s inbox and forgotten about. You can also get feedback from peers and others who know you well. This can be especially helpful if you want to hear how other people perceive your work ethic or style.
Remember You Don’t Know Everything
One of the biggest mistakes people make early in their careers is acting like they know everything. Don’t be afraid to admit when you don’t know something — and ask for help. This isn’t something that comes naturally to many people, but it’s crucial for your long-term career success. The benefits of asking are tremendous: you’ll learn more, get better at your job, and build strong relationships with others at work. For example, if you’re working on a project that requires specific technical skills or knowledge, don’t be afraid to ask for help or guidance. You may learn something new — and gain valuable insight into how things work around the office.
There are also general work skills and expectations you’ll want to get familiar with if you haven’t been in a professional setting before. For example, what are the expectations regarding meeting deadlines, the tools in the workplace you’ll be using, breaktime etiquette, requesting time off, or taking sick days? What kinds of documentation is required, and how should it be stored? How do you handle errors or problems with customers or colleagues? In addition to doing what you’re supposed to do, are there projects or particular tasks that will help your career? If so, ask about these opportunities.
Be Willing to Learn New Things
Take advantage of the fact that you’re new to your career. Find a few trustworthy people and pick their brains – most individuals will be happy to help someone just starting out in their career. People expect you to bring a particular knowledge bank as you grow in your career. For example, if you’re in a new customer service position, ask your supervisor or other people who have been there longer than you what they wish they knew when they first started. If someone offers valuable advice, don’t dismiss it simply because it’s not what you expected. If it works for them, it may work for you as well.
Being open to others’ thoughts and ideas is vital to growth at every career stage. Learning from others is one of the best ways to get ahead. You can make it clear that you’re open to learning from everyone in the workplace by asking questions about processes or procedures so you can understand them better. If you need help when trying something new or unfamiliar, ask for it. Also, make sure you recognize the people who help you out or teach you something. If they know that their input is appreciated, they will be more willing to help you again in the future.
Embrace Your Professional Journey
When you’re just starting out in your professional journey, all jobs will seem attractive at first. However, as you learn more about your interests and personality, you’ll realize that some kinds of work are better suited to you than others. The key is not to get discouraged if something doesn’t work out right away. You might need to take a job that offers financial stability while you continue applying for your career field of choice. Keeping an open mind and a positive attitude will help you find your dream job.
In addition to embracing your career journey, several other things can help make it easier. Be flexible — you may not land your perfect job right away, so don’t beat yourself up over it! If you see two or three positions that seem like they’ll help you achieve the career success you ultimately desire but aren’t exactly what you want right now, apply anyway. There’s no harm in applying for “close enough” jobs until something comes along that’s exactly what you want.
Remember Soft Skills are Important
It’s important to continually hone your soft skills—those skills that are useful in any industry or job. Soft skills include written and verbal communication, time management, and the ability to work well in a team. If you’re interested in leadership roles, cultivating your conflict-resolution and problem-solving skills can help you succeed. Even if your company doesn’t offer workplace learning programs, reading self-help books or listening to audiobooks can bolster your abilities.
It can be both frightening and inspiring if you start your career. However, if you establish good habits early on in your career, it will make a difference as you move forward. By cultivating an approach of consistent feedback and connection, embracing you don’t know everything, learning new things, and remembering that soft skills are essential—you’ll be well on your way to establishing yourself within your professional journey.
About EG Workforce Solutions
We’ve been in this business for decades and have developed a deep network of professional connections. Whether they’re companies looking for talent, job seekers looking for work, or an up-and-coming store in need of some temporary help, we know the right people to bridge the gap between the hiring and the hired.
But what’s more, we get to know people. From employers hiring to candidates looking, we take the time to listen and learn. We hear your likes, talents, and needs. We gain an understanding, and with it, we’re able to facilitate lasting relationships between businesses and people.