Category Archives: HR

  1. The Added Costs of Financial Stress at Work

    Financial stress affects employees’ health and it costs businesses billions each year. Employers can save money and create a healthier workforce by addressing it. The right tools can lower insurance premiums and reduce absenteeism.

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  2. Keeping and Finding Talent in a Tight Job Market

    Recent labor report shows that unemployment rates are at the lowest they’ve been in almost fifty years. This makes keeping talent even harder. Economists believe we are at full employment. The national average unemployment rate is 3.6%. But because the job market is tight, employers need to get creative with how they find and keep good…

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  3. Perks and Benefits: Flashiness or Results

    Businesses feel like they’re missing out on talent because they don’t have the right perks and benefits. While perks are secondary to a benefits plan, they can’t be a passive rollout. Choosing the right perks can either amplify or damage your company culture. What is the perk for? Before buying a ping pong table for…

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  4. Financial Stressors a Wellness Program Can’t Address

    Financial wellness programs are more popular than ever. Unfortunately, they aren’t able to remedy every financial stressor employees have because some financial issues stem from the workplace. Employers should focus on both traditional financial wellness and addressing these key issues. Bad Management Bad management is often cited as one of the main reasons employees leave…

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  5. Not All Employees Will Use Your Benefits And That’s OK

    You work on your employees’ benefits programs to help them feel happier and healthier. However, not all of your employees are using them. Although maximizing the reach of your benefits may be top of mind, it often doesn’t tell the whole picture. Reach vs. Impact The reach of a program includes how many employees enrolled or…

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  6. Quarterly Wellness: Top 3 Engagement Tips

    It’s important to revisit your wellness programs every few months to keep them effective. Below are three things you should do for quarterly wellness efforts. Talk to Employees Employee engagement surveys are a great way to get a pulse for how a program is performing. Use them to find out how employees feel about their…

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  7. TotalRetail | Get Your Retail Employees to Engage With Their Benefits

    Retail is one of the largest occupations in the U.S. with nearly 16 millionemployees, according to the Bureau of Labor and Statistics. The mean hourly wage of $13.20 is slowly rising, with companies like Amazon.comraising its minimum wage to $15 per hour and Target aiming to do the same by 2020.

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  8. Artificial Intelligence and the Future of HR

    The future of HR management lies in the hands of artificial intelligence. Benefits platforms that adapt to employees’ needs and smarter schedules will be the norm. Unfortunately, the push for technology may only bring progress to some. Many are still relying on paper documents and old-school management techniques. Are HR managers ready for the rise…

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  9. Annual Benefits Reviews?

    Book about company culture on a wooden table next to a sunflower.

    For employers, open enrollment is a time to double-down. It’s about updating and improving benefits offerings. Unfortunately, using open enrollment as an annual benefits review may mean you miss some things. Unfortunately, using open enrollment as an annual benefits review may mean you miss some things. Shifting your focus to periodic reviews instead of an…

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  10. Is Your Financial Wellness Program Working?

    Employee hands typing on an Apple keyboard next to a Macbook Pro.

    Do you know if your financial wellness program is working for employees? More than 80 percent of businesses report having a financial wellness program. Unfortunately, many employees still don’t think they’re getting the help they need. 1. On-boarding New Employees Your financial wellness platform should make it easy to onboard new employees. Edukate’s automated on-boarding…

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  • Edukate integrates with your current employer benefits provider.

  • Most of our programs can be rolled out in less than 30 days.

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