How reward and benefits can incentivise new behaviours and skills development
The workplace is in a state of flux, with changing workforce demographics impacting reward and benefit strategies in numerous ways.
Employees are living longer and healthier lives, with many working beyond traditional retirement age, as well as more employees becoming working carers.
This, combined with changing economic forces, including an unpredictable housing market and rising student debts for younger employees, has meant employers will need to evolve their financial wellbeing strategies to meet emerging needs and behaviours.
Life events such as buying a first home, becoming a parent, assuming a care giving role or retirement can significantly impact employee financial wellbeing, influencing both their immediate financial status and long-term financial stability.
Employers that are forward-thinking and offer support and guidance for employees during significant life events are likely to achieve stronger retention and engagement rates, vital for future business growth.
This webinar will draw on REBA’s Financial Wellbeing Research 2024, in association with WEALTH at work, to delve into the impact life events can have on financial wellbeing, and how a well-rounded financial wellbeing strategy can retain vital skills in the workforce.
Key issues to be explored:
• How financial wellbeing will need to change now and in the future.
• What employers need to know about the complexities of life events and the business impact of doing nothing.
• How a proactive approach to financial wellbeing support can reduce turnover, increase productivity and engagement rates and attract top talent.
• The perception gap between how useful employees find financial wellbeing provisions vs what support employers believe they are offering.
• How to develop an inclusive financial wellbeing strategy for all types of earners and career stages and the positive ramifications this can have on employers’ diversity and inclusion objectives.
• Best practices for effectively communicating financial wellbeing education.
Reward Manager – Benefits, Wolseley
Ant leads on all aspects of employee benefits, pensions, and company car schemes for the Wolseley Group, across the UK and Ireland, having previously managed E.ON UK’s reward and benefits activity, including developing the E.ON Group’s first global employee benefits strategy.
Ant’s focus is on engaging Wolseley’s diverse workforce with their pensions and benefit offerings, and continuously improving employee experience and wellbeing, together with scheme delivery and cost-effectiveness. He regularly looks to implement new arrangements, to help meet colleagues’ diverse needs and keep the offering fresh.
Earlier in his career, Ant held several operational management roles at E.ON, Powergen and TXU (Eastern) Energy, and headed a number of significant organisational change programmes. He’s also a Chartered Accountant, with an initial grounding in internal and external audit.
Corporate Relationship Manager
Victoria East is a Corporate Relationship Manager at WEALTH at work.
She has over 16 years’ experience in financial services, half of which has been with WEALTH at work where she has been a financial coach delivering financial education sessions to employees and a business development manager, which included advocating the importance of financial wellbeing. Her current role involves supporting companies to help their employees become more financially resilient through designing and delivering engaging financial education programmes.
EMEA Senior Pensions & Financial Wellbeing Program Manager, Adobe
As the EMEA Senior Pensions and Financial Wellbeing Manager at Adobe, I bring over 20 years of experience in the benefits industry, with the last six years dedicated to Adobe. My role is centered around empowering employees on their financial journey by providing tailored financial education and support.
How reward and benefits can incentivise new behaviours and skills development
25 September 2024 | 10.00 - 11.00 (BST)