Top ways to communicate key financial wellbeing messages to employees
Today, with the ongoing situation, this number is likely to be even higher, with less job security, layoffs worldwide and many employees forced to reduce their working hours.
Financial wellbeing or economic security is a vital component to our overall wellbeing. After all, it’s unlikely we will experience high levels of wellbeing if we feel stressed about our finances. Today, more and more organisations understand the importance of looking after their employees’ financial wellbeing.
The right thing to do is also smart business
Bank of America’s 2020 Workplace Benefits Report reveals that 62% of employers say they feel “extremely” responsible for their employees’ financial wellness. Besides being the right thing to do, prioritising employee financial wellbeing is also smart business:
- financial concerns not only affect employee wellbeing and productivity but the company’s bottom line due to increased sick leave and absenteeism
- prioritising employee financial wellbeing is a great way for organisations to strengthen their employer brand and, in turn, attract talent
- making employees aware of all the different components that make up their total compensation is a powerful way to support employee retention. After all, why would employees want to go elsewhere if they know their financial wellbeing is supported, and they are compensated well by their current employer?
Make information clear and available
Our Compensation Gap survey discovered that eight out of 10 employees underestimate their total reward package. What’s more, on average, employees are unaware of up to 33% of their total reward, including pensions, bonuses, company shares, insurances, meal subsidies and employee benefits. Without the awareness of what financial benefits, tools and services are available to them, how can employees experience positive financial wellbeing?
One of the simplest yet most effective ways to increase awareness is to make information pertaining to compensation and benefits easily accessible and available. Most leading organisations are using an employee benefits platform of some form. By enabling employees to log-in to a platform to access resources, find advice and information about their finances – including pensions, savings plans and insurances – employers can direct their employees to one place.
If your benefits platform provider has its own app, employees can access this information from the palm of their hand. For example, say an employee wants to see what insurances they are currently enrolled in or what savings tools are available; he or she can simply launch the app and browse their employee platform anytime, anywhere.
Getting a clearer picture
In addition to offering the right financial support, financial wellness is about making employees aware of your full investment and the true value of their total reward.
The best way to communicate and create awareness of total reward is to provide employees with a clear visualisation of their total compensation package. This can come in the form of a digital Total Reward Statement (TRS) available through their employee benefits platform.
A TRS calculates and assembles a visualised breakdown of an employee's total compensation package, including insurances, pensions, employee benefits and any additional compensation (e.g. bonus or company shares). A TRS can also be a powerful tool to show your full offer during the recruitment and onboarding stages. Presenting candidates with an illustrated breakdown of your offer provides transparency and creates greater financial awareness.
A company is only as good as its people. Therefore, employee financial wellbeing is not a personal matter but also a business matter. As Malcolm X famously said: “when "I" is replaced with "we" even illness becomes wellness.”
This article is provided by Benify.
In partnership with Benify
Benify offers the market's leading global benefits and total reward platform.
