Archive for the 'Solutions' Category

Mercer: Benefits Communication Foremost Solution in Turnover

Published by SAsmar on July 19, 2010 in Benefits, Economy, Solutions and for Employers. 0 Comments Tags: , , , .

Benefits communication used to engage and retain employees as economy improves

Mercer recently announced the results of their Attraction and Retention Survey, covering over 320 employers this year. These are their most valuable findings:

Better economy means higher employee turnover. As the economy and job market continue to improve, 62% of companies think employee turnover will increase as well. When employees have more options, they are less likely to be loyal unless their company puts effort into keeping them.

Companies are expanding again. The economy is picking up and so is hiring. Nearly all companies surveyed are hiring. In fact, only 3% are reducing their workforce. Nearly one-third (27%) of companies are expanding, up from 12% shown in the 2009 Unprecedented Times Survey. This is a clear sign of companies’ confidence in the economy.

Companies are concentrating on engagement to retain employees. Employee engagement has increased in 47% of companies in the last 12-18 months, likely thanks to companies’ specific efforts. Engaged employees are less likely to stray and have higher performance levels, according to a Mercer principal. Retention is as important as expansion, when other employers can lure good talent away.

Benefits communication is the highest contributor to increasing employee engagement. Organizations have increased non-cash rewards as a means of retaining and engaging employees in the past 18 months. The reward most often used was benefits communication, which companies have used 27% more. Even as the economy improves, non-cash rewards serve as an important means of curbing turnover. Non-cash rewards are a good way of communicating confidence and appreciation for employees. It is also much cheaper to implement rewards programs than to hire new replacement employees. If employees don’t understand, value, or even know about these rewards then they won’t merit much. That’s why benefits communication has become such a vital resource for companies to keep employees engaged and loyal.

Financial Wellness Eases Presenteeism – Digging Into the Numbers

Published by JLarocque on June 9, 2010 in Financial Education, Financial Tools, Financial Wellness, GuideSpark and Solutions. 0 Comments Tags: , , .

Historically, presenteeism has been a word used to describe sick employees

Financial Wellness ROI

Financial Wellness ROI

who “tough it out” and come to work but operate far below normal productivity. But, there are many types of presenteeism.  There could be any number of reasons why an employee checks out and productivity suffers.  And, while presenteeism is a relatively new term, you likely have some established policies in place for helping employees stay focused at work.  For instance, over half of US companies have blocked access to Facebook, Twitter and MySpace.  Presenteeism, in its entirety, is a huge productivity issue that far exceeds that of absenteeism.

To say that presenteeism is an ambiguous problem is certainly an understatement.  It’s impossible to measure, difficult to address and simply acknowledging that presenteeism is an issue at your organization tends to imply that the company is not well run.

But, you may find that you can take steps to address the core drivers associated with presenteeism.  And by taking steps to proactively address those core employee issues, you can solve a large portion of the problem.  Similar to the issue of employee stress, recent studies show that employee money issues are a major root cause driver of presenteeism.

Think about it for a moment.  If you were in debt trouble, on the verge of losing your home or had your retirement cut in half due to the recession, wouldn’t you spend time at work dealing with these issues? Even the model corporate citizen would have trouble answering “no” to this question.

But just how big is the problem?  Well, the Personal Finance Employee Education Foundation recently did some studies on personal financial distractions in the workplace.  You can estimate the annual cost of financial distractions at your organization with this calculation:

  1. Employees in your organization: ______________
  2. Divide by 4 (1 in 4 employees is in financial distress on average)
  3. Multiple by 16 hours (distressed employees spend 12-20 hours per week at work on money issues)
  4. Multiply by 12 months in a year
  5. Multiply by average hourly wage of your employees:__________

For example, an organization of 1,000 employees has approximately 250 financially distressed employees.  The company loses 16 hours of productivity per month for each of these employees which results in 48,000 hours of total lost productivity per year.  Assuming an average annual salary of $50,000/year, this company incurs $1,200,000 per year in lost productivity from financial distractions.

This is just one of several important issues that drive the need for financial wellness in the workplace.  If you take the time to sit down with the numbers, you will likely find that introducing these types of programs may be one of the higher ROI initiatives you have available to you.

GuideSpark Announces New Hire Training and Open Enrollment Modules

Published by JLarocque on August 31, 2009 in Benefits, Financial Wellness, Solutions and for Employers. 0 Comments Tags: , , , .

Today, GuideSpark announced two new modules for its Benefits Learning Center solution.  These modules automate and streamline New Hire Training and benefits communications for Open Enrollment.  As companies continue to prioritize doing more with less, many employers are looking for more efficient and effective ways to deal with these resource-intensive processes.

Consider for a moment the staff time and dollars go into facilitating New Hire Training and Open Enrollment each year.  Many companies we’ve met with offer half-day New Hire orientations on a near weekly basis.  Not to mention the time and effort that goes into the creation of the stacks of paper that employees receive on their first day.  Open enrollment presents a similar situation.  Each year, HR staff offer a collection of live seminars to explain benefits changes, often preceded by brochures, mailers and the like.  Despite all of this effort, nearly 80% of employers believe that their employees do not have a good understanding of their benefits.

Many employers have asked us how they free up their valuable, and in many cases shrinking HR staff to work on strategic projects while improving rates of benefits understanding among employees.  In addition, finding ways to communicate effectively has become an even higher priority as employers prepare to make difficult announcements about cutting programs and/or asking employees to take on a greater share of health care costs.

Our answers to such questions naturally start with what we know to be true about today’s employees:

  • First, given the trend of increasingly distributed workforces and the importance of family decision makers, on-site seminars fail to provide reach
  • Next, given the explosion of web multimedia and sites like YouTube, employees have become accustomed to rich, short-form content.  The busy professional of today simply does not have the attention span to thumb through lengthy benefits documents.

GuideSpark’s Benefits Learning Center modules embrace these trends to provide a modern and engaging multimedia solution capable of reaching your distributed workforce and their families.  This online solution automates open enrollment and new hire training workflows to free up valuable resources.  Employees have on demand access to a library of multimedia benefits presentations, allowing them to direct and personalize their learning experience.  In addition, these modules offer custom checklists for open enrollment and new hire on boarding, so that employees can conveniently track their progress.

Please take a look at the New Hire Training and Open Enrollment demonstrations on our site to better understand the power of these new modules.

White Paper: Five Ways to Leverage Web 2.0 to Transform Benefits Communications

Published by JLarocque on July 14, 2009 in Benefits, Solutions and for Employers. 0 Comments Tags: , , .

Today, GuideSpark announced availability of a new white paper on the ways to leverage Web 2.0 to transform benefits communications.

It may surprise you to learn that over 50% of employed Americans received a majority of their financial and health products from their employer, making employer-sponsored benefits a critical aspect of an employee’s overall financial wellness.

If there is one statistic that encapsulates the problem that GuideSpark is attempting to solve with our Benefits Learning Center solution, it is this one: “4 out of 5 employers believe that their employees don’t have a good understanding of their benefits.”

Amazing, isn’t it?

U.S. employers spent approximately $1.5 trillion on benefits (18.6% of total compensation) in 2007 and yet only 21% believe that they have been effective in educating employees on this key element of compensation.

So, the question becomes: with all that’s at stake, how do employers like you fix this problem? Well, the first thing to do is to admit that the benefits handbook and other text-heavy approaches to communications are failing you, your benefits investment and your employees. Now, accept that the way that employees learn and get information has fundamentally changed and in a Web 2.0 world, benefits communications must be:

  1. Accessible. Workforces are becoming more and more distributed each day and an employee’s family makes up 60-70% of an employer’s health care cost and are often the ones making the decisions.
  2. Engaging. The attention span of the busy professional is short and shrinking. Short-form, interactive education is what an employee expects in this world of YouTube and Twitter.
  3. Collaborative. The web has become a marketplace of ideas and experiences. Provide your employees with opportunities to understand what decisions colleagues are making and allow them to learn from one another.
  4. Ubiquitous. Stay in front of your employees by leveraging the latest forms of communications including blogs and micro-blogs (Twitter).
  5. Personalized. Integrate planning tools and calculators that allow employees to take what they’ve learned and apply it to their situation. Provide an easy on-ramp to personalized support from experts.

If you follow these principles and put together a highly effective benefits communications strategy, studies show that you can reduce the cost of benefits by 10-20% and significantly improve productivity and retention. To learn more about how to leverage Web 2.0 techniques at your company, please download our white paper.

New Solution for Benefits Communications and Financial Wellness

Published by JLarocque on June 17, 2009 in Solutions and for Employers. 0 Comments Tags: , , .

employee-benefits-open-enrollment-forms_smallToday, GuideSpark announced two core products focused on the issues of corporate benefits education and employee financial wellness.  Over the last 18 months, we’ve had a chance to meet with many employers – from small businesses to large enterprises, from Silicon Valley technology companies to retail chains to government organizations.  Not surprisingly, each of these employers carries a similar burden – how to reduce the cost of benefits while continuing to offer a competitive compensation package.

While many HR professionals concede that their employees have a poor understanding of their benefits package, most underestimate the impact of this situation on their bottom line.  Employees who don’t understand their benefits are more likely to:

  • Make poor election decisions, driving up benefit costs
  • Access benefits information in the most costly way possible – through calls to your human resources staff and call center
  • Be less satisfied with their compensation and more likely to leave

Benefits communications is a critical tool for managing costs in this environment.  Our offerings are targeted at improving the failing rates of benefits understanding among employees today to help employers realize the full value of their considerable investments in benefits.  We move far beyond the standard fare of thick benefits handbooks to provide a comprehensive curriculum of engaging multimedia education for today’s employee.  By providing more modern and more effective benefits communications, employers can cut the cost of benefits, while motivating and retaining employees.

The GuideSpark Financial Wellness Center

Published by JS Wolff on November 3, 2008 in Financial Wellness and Solutions. 0 Comments Tags: , .

The core of GuideSpark’s Financial Wellness Center is our new online learning service. Over the past few years we’ve experienced an explosion of new web technologies and services that have changed how online users interact and learn on the web. The GuideSpark solution leverages many of these latest trends of the consumer web to create a new learning solution designed for corporations and organizations. Our solution creates a high impact, rich media experience designed especially for today’s web information user. We hope our solution starts a new trend in corporate learning experiences.

Welcome to GuideSpark’s Financial Wellness Blog

Published by JS Wolff on October 20, 2008 in Financial Education, Financial Wellness and Solutions. 0 Comments Tags: .

Over the past 10 months we’ve been hard at work building out our new online learning service, so it’s great to publicly launch our new offering – a corporate solution for financial education and wellness. When we started the company earlier this year we didn’t realize how bad the economic situation would get, but our solution definitely comes at a time when financial issues and worries are top of mind for most US workers. We hope our solution provides people with the information and tools to put themselves on a solid financial path.

As a complement to our service, we’re launching this Financial Wellness blog to share our thoughts and ideas about current financial issues and trends. We hope this blog will provide readers with a valuable discussion about our company, solution and most of all financial wellness.