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The COVID-19 pandemic is not only challenging the way Americans live on a daily basis but also posing significant economic threats that could have a lasting effect on their financial well-being. Financial well-being is the state in which a person is able to meet their current and ongoing financial obligations, feel secure in their financial future, and make choices that allow them to thrive. Many find the road to financial well-being to be tough, and the pandemic is likely creating additional obstacles on that path. This article explores how employers can support employees’ financial well-being, especially during the COVID-19 pandemic.<\/p>\n
Why should employees\u2019 personal financial well-being be a concern for employers? To start, financial matters are a leading cause of stress for employees and a major distraction at work. A recent PwC survey revealed that 58 percent of employees admit that they\u2019re stressed about their finances. Employers can alleviate some of that stress to help employees focus better at work. As a result, the workforce could experience higher engagement, increased productivity, fewer absences, and improved health and well-being.<\/p>\n
Additionally, many employees are unprepared for an extended economic downturn or recession and may not have enough money saved to cover emergency expenses. As a result, employees are apt to use money held in their retirement plans to pay for those unexpected expenses\u2014or make short-term financial decisions that may have a negative long-term impact.<\/p>\n
Oftentimes, employees need general guidance on how to prioritize spending, pay bills, and handle creditors. Especially during the pandemic, employers have a unique opportunity to help employees avoid making poor financial decisions at the expense of their overall financial well-being.<\/p>\n
An employer\u2019s role is to support employees\u2014including their overall well-being. Notably, well-being has risen to the surface during the pandemic as employees may be struggling to cope with the uncertainty. In fact, more employers than before feel responsible for helping improve employees\u2019 financial well-being and reduce stress from the COVID-19 pandemic. According to a recent Bank of America survey<\/a>, 62 percent of employers feel “extremely” responsible for their employees’ financial well-being, compared with 13 percent in 2013.<\/p>\n Employers can play a key role in supporting the financial well-being of their employees, and should consider the following ways to improve employees\u2019 financial literacy:<\/p>\n If the organization has access to a financial expert, promote those resources, and remind employees to take advantage of those opportunities. Financial guidance and assistance are often components of an EAP. These services can connect employees with help to improve their financial well-being\u2014including advice on budgeting, achieving healthy spending habits, loan consolidation, debt repayment, setting up an emergency fund, and more.<\/p>\n Employers can share relevant financial literacy content and consider initiatives to help educate employees about financial well-being. For example, employers could offer workshops to educate employees and reiterate employer-provided financial resources. Topic examples include student loans, debt, credit, financial goals, emergency funds, and retirement.<\/p>\n Similar to employee education, employers should remind employees about all available benefits and highlight perks that can offer financial relief or savings. This is important whether benefits have changed or not. Since employees may consider dipping into their 401(k) savings to cover unexpected expenses, reinforce that a retirement plan is a long-term investment strategy and withdrawals today could negatively impact retirement plan savings for when they need it.<\/p>\n Now is the time for employers to remain patient with employees\u2019 personal situations and be flexible as needed. Leadership should be transparent and honest about the organization and how it\u2019s performing. Financial support efforts should be incorporated into an organization\u2019s internal communication initiatives to ensure employees are aware of the efforts and know how to participate or learn more information.<\/p>\n In general, employers should continue their due diligence in reviewing and adjusting benefits offerings so they align with employees\u2019 evolving needs. Benefits that may impact the current financial challenges employees face include options such as student loan payback programs, discount programs, life or disability insurance, and retirement plans.<\/p>\n While employers can have an impact on the financial well-being of their employees, it\u2019s also important for employers to acknowledge employees\u2019 stress, which is often amplified by the pandemic. Keep in mind that financial stress also impacts mental and physical well-being. Beyond the critical financial decisions needed to get through the immediate impact of the COVID-19 pandemic, many employees may be eager to utilize guidance and resources as they recover financially and prepare themselves for future financial matters.<\/p>\n Employees are the heart and soul of an organization, and what they expect from their employers is continually evolving. To meet business and employee needs, organizations need agile tools like isolved<\/a> from GTM to simplify human capital management, adapt to evolving industry requirements, and provide the strategic insight necessary for future-proofing the organization and improving the bottom line. Request a free quote<\/a> to learn more.<\/p>\n <\/p>\n \u00a9 2020 Zywave, Inc. All rights reserved.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":" This article explores how employers can support employees’ financial well-being, especially during the COVID-19 pandemic.<\/p>\n","protected":false},"author":7,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[266],"tags":[194,18,187],"post_folder":[],"class_list":["post-8804","post","type-post","status-publish","format-standard","hentry","category-consulting-services","tag-covid-19","tag-employer-policies","tag-mental-health"],"_links":{"self":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/8804","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/users\/7"}],"replies":[{"embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/comments?post=8804"}],"version-history":[{"count":3,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/8804\/revisions"}],"predecessor-version":[{"id":8808,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/posts\/8804\/revisions\/8808"}],"wp:attachment":[{"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/media?parent=8804"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/categories?post=8804"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/tags?post=8804"},{"taxonomy":"post_folder","embeddable":true,"href":"https:\/\/gtm.com\/business\/wp-json\/wp\/v2\/post_folder?post=8804"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}Promote financial resources, including employee assistance programs (EAPs)<\/h3>\n
Educate employees about financial well-being<\/h3>\n
Reiterate benefits<\/h3>\n
Be transparent<\/h3>\n
Summary<\/h2>\n