Financial well-being is a topic that has already been buzzing in the minds of most corporate stakeholders on the planet. The term ’financial wellness’ has grown extremely popular. Although, there’s a persistent issue that, despite being demonstrated to be beneficial to both businesses and employees, it is difficult to describe and implement. So, how do we go about defining it?
Every professional is different, with various needs, aspirations, and backgrounds. The concept of financial wellness is therefore a subjective concept to every individual.
What one considers financial wellness may not be the same as what another perceives. The definitions in this territory are diverse and highly specific. And understandably, companies and employees have different perspectives on financial health.
Financial wellness can affect a significant difference in the life of your employees. So, to make it a little more general, let’s describe it as effectively managing one’s financial life while simultaneously preparing for short-term goals and working on long-term goals. Capeesh? Is it, however, true? Will it be more concerning to focus on personal finances now than ever before, given the pandemic situation?
Financial wellness is not a goal to be reached but rather a continuous journey in which we must consider various factors to aid a thorough grasp of economic significance. It isn’t a simple patch that will make it work; it necessitates more. You are financially well when:
According to studies, financial hardship exposes people to a higher risk of mental health problems, to the point that emotional anguish could be caused by financial insecurity. As an enterprise then, concentrating on financial and economic self-sufficiency is critical. Financial stress can have a negative impact on an employee’s performance, including engagement, mental health, and productivity.
According to a recent survey, approximately 40% of respondents are most concerned about their financial freedom. Employees were concerned about their job stability and health 21.5 percent and 17.4 percent, respectively. With the numbers speaking for themselves, there is no mistake about how important it is in the lives of both employees and businesses.
“The role of employers has evolved,” said Julia Lamm, a New York-based workforce strategy partner at global accounting and consulting firm PwC. “You have to take care of your employees holistically. “Financial wellness is a part of that.” If this problem is not appropriately addressed, it will harm the firm. The following are examples of possible consequences:
Employers should ideally be assisting employees by providing Financial Wellness Programs to address financial difficulties that employees may be hesitant to discuss at work. Employees can use the Financial Wellness Programs to assess their financial stress, build a monthly budget, pay down debt, and reclaim financial control. These programs allow employees to speak discreetly with a trained financial counselor about their financial difficulties. Many organizations have created incentives for their wellness programs to boost employee engagement.
Consider developing a holistic financial wellness program that includes both tools, education, and contributions for organizations looking for more impactful and meaningful ways to support employees this year. Today, however, simply adopting a financial wellness program is insufficient. It’s also critical that the effectiveness of such a program is regularly assessed through the use of a variety of Key Performance Indicators (KPIs), such as:
Employers have started recognising that financial stress has a negative impact on employee’s health and productivity. Some businesses are taking well-intentioned initiatives to assist employees in managing their finances in an efficient manner and improving their financial wellness.
According to a report by SmartDollar, 90% of companies think financial wellness benefits have favorably influenced their workers. Employers now support their employees by looking after their financial well-being. A competent employer will constantly prioritize his employees’ satisfaction while also focusing on the company’s objectives. It can benefit the company in the following ways:
“Your employee benefits package just isn’t complete without financial wellness,” Brian Hamilton, senior vice president of SmartDollar. “It’s a boost to the bottom line from higher productivity, lower employee turnover, reduced absenteeism, and lower health care costs. When you can get positive results for both employees and the business, that’s the return on investment.”
The advantages of financial wellness are obvious, and often repeated here on the EarlySalary blog:
Contact us at Fibe (Formerly EarlySalary) for any questions on financial wellness programs, financial wellness, its key performance indicators, etc.
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