We live and work in a rapidly changing world which requires organisations to rethink their sense of purpose. Do you know how your employees are coping? Laura Matthews explores the challenges and how to identify, understand and tackle employees coasting through careers.
In order for any organisation to be successful, it needs a benefit strategy and supporting policies in place that cover the needs of a diverse workforce. It’s been said lots of times before that a one size fits all approach really doesn’t cut it anymore.
Head of Workplace Health and Wealth at Barnett Waddingham, Damian Stancombe, explains how you can help your employees learn, play and plan for their retirement by using Me2; a digital member engagement portal with a difference.
Wellbeing seems to be the “topic du jour” these days. But increasingly I question, what does the term actually mean, are providers being truly innovative and are many employers still paying lip service to the concept?
As an organisation, you need to determine where you want to position yourself in terms of your wellbeing support and benefits provision - and your long-term strategies need to reflect this.
In the 2016 Budget, the Government proposed to create an online platform to enable people to view all of their pension savings together, in one place. But how will it work?
Mandatory organisational gender pay reporting was the Government’s attempt to bring the issue of differences in pay between men and women into the open.
Let’s get something straight: a pension is not a strategy. We explain why retirement planning strategies should be about more than just pensions, providing practical solutions on how to tackle a looming retirement crisis.
Informed members make informed decisions - but effective engagement doesn’t just happen, it needs a well-defined strategy incorporating a clear understanding of where schemes and members are now, where they want to be, and the tools and support to help them get there.
Employee Assistance Programmes are one of the most effective tools available to support employees. However, they are under-promoted, under-utilised and therefore undervalued by those employees they are there to help.