Yesterday’s Leadership Daily Advisor discussed a new view on making employer-sponsored financial wellness initiatives more impactful—the idea that financial courage may have a lot more to do with employees’ motivation than financial literacy. Today we offer four points to consider to help incorporate some courage-building and meaningful return-on-investment metrics within your financial wellbeing programs.
For the HR executive.
In the 1939 movie, “The Wizard of Oz,” the Cowardly Lion is known for his lack of courage. Oddly enough, when it comes to making the best use of employer-sponsored financial wellness initiatives, today’s workforce may have something in common with the classically fearful character.
Yesterday’s Leadership Daily Advisor introduced the value of the legal audit. Today, we continue with a deeper look into evaluating and improving your organization’s legal process, outcomes, and cost effectiveness.
Within today’s headlines, it doesn’t take long to see just how quickly a thorny legal issue can spell corporate catastrophe. That’s one reason companies conduct regular legal counsel audits—to ensure ongoing compliance and to minimize the chances that preventable risks disrupt growth and success.
Liz Lemon and Jack Donaghy were fictional characters on 30 Rock, but their type of “work spouse” relationship is fairly common in today’s business world. Yesterday, we provided a supervisor’s guide to managing workplace best friends (or besties). Today let’s look at the often thornier issue of managing work spouses.
Have you noticed? Some of your employees are pairing off, not necessarily in a romantic way, but as workplace besties. With work taking a huge chunk of peoples’ lives, many employees—especially Millennials—are making colleagues their office BFFs.
Wellness programs sound like a great idea to improve employees’ health status, minimize absenteeism, and generally improve your workplace. Yesterday we looked at some simple ways to introduce wellness programs at your office. However, it’s not all sun salutations and stress breaks. Here are some basic pitfalls that sometimes make a wellness program a little […]
Chronic illnesses, such as diabetes and heart disease, can be devastating for your employees, seriously jeopardizing their health and well-being. Additionally, they can take a toll on your business, resulting in high absenteeism and increased healthcare costs.
Yesterday’s Leadership Daily Advisor set the stage for some far-reaching employee benefits design change in the works. Bolstered by fresh research showing that the Millennial workforce is quickly shaping new strategies for the entire benefits arena, we touched on three studies identifying what’s ahead. Today, we describe three main priorities that will drive the most […]
With an eye toward better meeting the needs of a workforce that’s growing ever younger, more Fortune 1000 employers are poised to make significant changes to their benefits strategies, design, and delivery this year. All in all, “modernize” and “customize” will be the words to watch as 2017 marches on.