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Employees Are Planning to Quit Post-COVID. What Can You Do About It?

Employees Are Planning to Quit Post-COVID. What Can You Do About It?

by | May 11, 2021 | Blog

Employees are planning to quit post-COVID. What can you do about it? Many employees burnt out from the COVID-19 pandemic are looking to leave their employers. How can workforces keep their top talent?

The return of in-person work has ramped up across the country, following  the national vaccine rollout. However a new problem is on the horizon: An estimated 1 in 4 workers plans to quit their job once the pandemic ends, according to Prudential Financial’s Pulse of The American Worker survey from March 2021. 

Considering the challenges of working at home during the pandemic and the increasing reports of  burnout, news of an employee mass-exit may not seem surprising. If organizations want to keep their strongest team members happy and in-place, it’s important to understand why so many employees are planning a post-COVID career change.

Here’s why more employees are planning to quit post-COVID and what you can do to avoid the wrong end of the potential mass-exit. 

Flexibility is here to stay.

Working from home has been an adjustment for many teams, but not one without its silver linings. Remote work offers employees a sense of agency over their schedule and flexibility in their lives, something that has been sorely needed in the uncertain early days of the pandemic. And employees are taking notice. In fact, according to the same Prudential Financial survey, 68 percent of employees agreed that a hybrid workplace model is the best fit.

What’s more, a lack of flexibility could directly contribute to employees quitting post-COVID. The survey also highlighted that 42 percent of respondents said that if their company doesn’t offer long-term remote options then they will look for a company that does. When so much of life is out of your workforce’s hands, a hybrid workplace might just be essential to employee wellness.

Employees fear the pandemic has erased upward mobility.

After a year at home, many employees are asking themselves if their personal career growth can be still achieved in their current environment. The Prudential Financial survey revealed that of the respondents planning to quit after the COVID-19 pandemic, 80 percent expressed concerned about career growth.

So, what are some ways to improve your company’s internal mobility? For one, consider your current employees for new positions before new hires. If you can reward an individual’s hard work by promoting them, you’re building loyalty and long-term sustainability. Other strategies to consider are investing in external workshops to support the upskilling of your employees, or creating a system of internal mentoring that places value on mutual feedback between peers and managers.

Isolation leads to disconnection.

According to the Prudential Financial survey, another major factor for the large number of employees on the move is a lack of connection with coworkers. In fact, 42% of workers planning to leave post-pandemic gave their employers a “C” grade for ability to maintain company connectedness during COVID-19. To learn some strategies to improve employee culture and engagement check out our previous articles on the subject. 

The pandemic has been a difficult time for everyone and many folks are seeking change. The thing is, for many companies that change can come from within.

If you want to learn more about how Best Money Moves can bring financial wellness to your company, download our whitepapers.

3 Reasons Financial Wellness is Important to Employees in a Post-COVID Workforce

3 Reasons Financial Wellness is Important to Employees in a Post-COVID Workforce

by | May 4, 2021 | For Employers

3 reasons financial wellness is important to employees in a post-COVID workforce. After COVID-19 highlighted the financial vulnerabilities of millions of employees, financial wellness is expected to be a big component of Post-COVID HR Strategies.

With vaccine rollouts progressing across the country,  Americans are increasingly optimistic about a return to normal life. But even as the physical effects of the virus diminish, financial recovery is complicated.

The pandemic illuminated significant vulnerabilities for Americans working across all industries. In fact, 63% of workers claim their financial stress has increased since the start of the pandemic, according to PwC’s 2021 Employee Financial Wellness Survey. So, when it comes to rethinking benefits in a post-COVID world, Employees need more than a 401(k) and desk back at the office. They need comprehensive and long-term financial wellness solutions to help regain their footing after multiple years of financial uncertainty.  

These are the three major reasons that financial wellness is important to employees in a post-COVID workforce:

1. Your employees need help rebuilding their savings post-COVID. 

For many, digging into savings has been the only way to make it through the pandemic. In September 2020, CNBC reported that 14% of Americans had wiped out their emergency savings. Prudential Financial’s November 2020 report claimed the number of workers who have reduced or exhausted their emergency savings was up to 1 in 4 employees. It’s hard to know how to manage savings especially when we’re living through one very long and nightmarish emergency. According to the Prudential Financial report, 65% and 72% of respondents stated that lack of emergency and retirement savings respectively were the largest barriers to financial security. It’s absolutely critical for employees to feel supported by their companies on the quest towards financial security. 

2. There’s an undeniable connection between mental health and money. 

COVID-19 took a toll on the collective mental health of most (if not all) employees. As workers continue to perform remotely and the lines between work and life blurr, employers are increasingly aware of their responsibility to support the mental health of their employees. That’s part of what employee benefits are all about. Improving the financial wellbeing of your employees helps significantly reduce stress.

3. Your employees need resources that address their individual needs.

Understanding the never-ending array of financial terms and fiscal expectations can be daunting and stressful. The government has provided various support since COVID-19 began but it isn’t always easy to sort through it. Employees could benefit greatly from a one-stop shop to help them work through their individual financial needs. 

That’s where Best Money Moves can help. 

Best Money Moves is a human-centered and individualized approach to financial wellbeing. The comprehensive and user friendly platform provides a plethora of financial resources and educational tools. The library of resources contains over 700 articles, videos, and calculators. Each Best Money Moves user has their personal feed tailored to the several distinct factors that monitor their personal stress. This means your employee can use Best Money Moves to educate themselves on anything from investing in the stock market to co-signing loans to buying their first home. 

Employee information is always private but employers do have access to key analytics that show overall employee financial stress and stress levels over time. The Employer Dashboard also features information on program usage, debt and savings levels and more so employers can see just how valuable Best Money Moves is to their employees.

If you want to learn more about how Best Money Moves can bring financial wellness to your company, download our whitepapers.

Workplace Vaccine Strategy for COVID-19

Workplace Vaccine Strategy for COVID-19

by | Apr 27, 2021 | Blog

Workplace Vaccine Strategy for COVID-19. As COVID-19 vaccines become more widely available to Americans, workforces must decide how to handle vaccine strategies among their employees.

As COVID-19 vaccines become more available, more and more employers are evaluating their role in the immunization program. Some organizations are incentivizing vaccinations, others are wrestling with vaccination mandates and still others are taking a more laissez faire approach.

This is how workforces are tackling vaccine strategy among their employees.

Current State of Vaccination Strategy

At the time of this publication, more than half of US adults have received at least one dose of the COVID-19 vaccine, according to the CDC. Eligibility restrictions continue to lessen as accessibility increases. There is a general sense that perhaps the proverbial light at the end of the tunnel is in sight. That said, there is still a lot of work left to be done. Employers can be an important cog in the machine as we endeavor to reach herd immunity.

Mandate Debate

While the health benefits of the COVID-19 vaccine are undeniable by any respectable medical professional, some employees are still against the vaccine. According to a survey of 1000 employees by Perceptyx Research and Insight from Jan. 2021, 43% of employees claimed they would consider leaving their place of employment if they required the vaccine.

While some companies are leaving the choice entirely up to their employees, a sizable section are requiring the vaccine if employees want to return to the office. The same Perceptyx survey reported that 38% of employees said their employers were requiring them to get vaccinated in order to return to the physical workspace.

But perhaps encouragement without force is the best approach. The Perceptyx report also suggested that employees are more likely to get the vaccine if they are encouraged but not required as opposed to required. So what does encouragement look like?

Common Incentives for Vaccine Strategy

While we don’t often look towards McDonald’s as a model of health, the company is strongly encouraging vaccination efforts by providing four hours of paid time to any employee with proof of vaccination. They are also connecting employees with informational resources about the vaccine. Many companies are doing the same. Chobani yogurt is offering six hours of paid time off, three for each dose. Paid time off isn’t the only form of motivation. American Airlines is offering an extra day off and a flight voucher. Bolthouse Farms is offering an impressive $500 bonus for every full-time worker that gets vaccinated, the Wall Street Journal first reported.

Whatever your preferred vaccine strategy, one thing is clear. Employers have a certain responsibility for the health and wellbeing of their employees. After a year and a half cooped up at home, the time is now to make an impact and take those first steps towards normalcy, both in the workplace and elsewhere.

If you want to learn more about how Best Money Moves can bring financial wellness to your company, download our whitepapers.[/fusion_text]

Most Employees Think Companies Aren’t Prepared for This

Most Employees Think Companies Aren’t Prepared for This

by | Jul 2, 2018 | Blog

In the Best Money Moves Roundup, we run down the latest news on traumatic incidents in the workplace, pet perks, and payday advances.

Employees need support and guidance after traumatic events – like the sudden loss of a colleague or a natural disaster – but only 26 percent of workers are getting it.

Most employees surveyed by Workplace Options (WPO) have worked for an organization that experienced a traumatic event. More than half of them said that a disaster recovery plan (DRP) or business continuity plan (BCP) wasn’t in place to help employees affected by the event – or if there was nobody told them about it.

DRP’s are a valuable benefit for nearly 70 percent of employees and should be a priority for  employers. It’s estimated that less than half of employers have a DRP or BCP plan in place, but they’re critical for dealing with disasters.

See Exactly How Hard Poor Preparation Hits Businesses

What we’re reading:

Office pet perks? Corporations are starting to bring in pets for occasional office visits to reduce employee stress, Amazon even allows employees to bring their dogs to work daily. Learn about the psychological benefits of pet perks.

Employer payday advances. Early access to pay is a financial perk that could make employees happier, but is it a good idea since most Americans are already struggling to save? See for yourself.

Wellness initiatives lower diabetes. New research found that those who tested as diabetic or prediabetic had normal blood levels after participating in an employer-sponsored wellness program. Combat rising healthcare costs.

Exits are opportunities in disguise. Whether you collect information from a departing employee through an interview or survey, it’s important that you obtain their feedback. Mitigate future turnover risks and costs.

Empathy is key. Employees would be willing to leave their job for a more empathetic employer, so respect is still crucial for job satisfaction. Find out what the C.A.R.E. model is and how it can help employers be more empathetic.

Discover joins tuition trend. Degree assistance has been a hot employee benefit this summer and Discover plans to join in by offering the majority of employees (even new hires) full rides for bachelor’s degrees at several schools. More on this developing benefit.

Your employees need more than a vacation. Stress dissipates on vacation, but for most employees it comes back in full force the second they get back to work. How to address the larger problem.

Have something to add? Email info@bestmoneymoves.com.

 

How Do You Handle Trauma in the Workplace?

How Do You Handle Trauma in the Workplace?

by | Jul 2, 2018 | Blog

Workplace Option’s latest survey on handling traumatic incidents in the workplace illuminates a dire need for HR to step in and create new procedures.

Employees need support and guidance after traumatic events – like the sudden loss of a colleague or a natural disaster – but only 26 percent of workers are getting it.

Most employees surveyed by Workplace Options (WPO) have worked for an organization that experienced a traumatic event. More than half of them said that a disaster recovery plan (DRP) or business continuity plan (BCP) wasn’t in place to help employees affected by the event – or if there was nobody told them about it.

DRP’s are a valuable benefit for nearly 70 percent of employees and should be a priority for  employers. It’s estimated that less than half of employers have a DRP or BCP plan in place, but they’re critical for dealing with disasters.

Dean Debnam, chief executive officer at WPO, said, “Preparing for a potential traumatic event, and providing proper services for your employees if one should ever occur is hugely important to the resilience of your organization.” It’s true, between 40 to 60 percent of companies without a DRP or BCP never reopen after facing a disaster and a whopping 75 percent fail within three years, according to research from Open Access BPO.

These numbers might refer specifically to large scale natural disasters, but less extreme traumatic incidents take a toll on business too. Debnam said, “Providing education to managers and employees on available benefits leads to less risk of absenteeism and presenteeism of affected employees.”

Natural disasters, layoffs, workplace violence and sudden deaths are most emotionally stressful and traumatic for employees. The Occupational Safety and Health Administration (OSHA) estimates nearly 2 million American workers are victims of workplace violence each year, and that’s only counting reported incidents. There were over 19.9 million layoffs in 2016, according to the Bureau of Labor Statistics. Natural disasters are traumatic for the entire community. The claims process for insurable losses can be consuming and without a DRP or BCP in place employees who need assistance recovering might not get it.

It’s critical to have the right plan in place to maintain strong leadership when facing the unthinkable. Review and develop a disaster recovery plan or business continuity plan to make sure it addresses these four traumatic incidents that affect your employees most to bounce back productively while retaining top talent.