As a company owner, would you like to retain your most valued employees, recruit new talent and protect your bottom line, all without it costing you a dime?
Studies show that loss of workplace productivity and absenteeism is driven by stress-induced illness. Financial problems are a huge contributor to that stress, and as we all know, funding higher education for our children is a major subset of one’s financial concerns.
Stress is America’s Number One Health Problem—“Job Stress is estimated to cost U.S. Industry $300 billion annually, as assessed by absenteeism, diminished productivity, employee turnover, direct medical, legal and insurance fees, etc.” American Institute of Stress, Yonkers, New York
Financial Concerns are a Major Cause of Employee Stress—“If you ask 100 people to name their major sources of stress, most likely they will include “finances” or “money.” And it is no wonder. Prices are rising, jobs are uncertain, and college and retirement costs are increasing every year.” Excedrin Headache Resource Center
“Approximately 15 percent of workers in the United States are currently experiencing stress from poor financial behaviors to the extent that it negatively impacts their productivity. At some work sites, the proportion is as high as 40 to 50 percent. It is estimated that perhaps one-half of workers with personal financial problems also are likely to be performing poorly on the job, and this negatively impacts their employers. The cost to the Department of Defense is about $1 billion annually.” E. Thomas Garman, Fellow and Professor, Virginia Tech (The Whole Story of NIPFEE in 8 Paragraphs)
Getting a Return on Higher Education Expenditures is a Major Financial Concern—“The importance placed on their child’s education was corroborated when almost one-third of the parents (31%) said their child’s college education was their highest priority. This was second only to the 38% of parents who indicated their everyday budget was their first financial priority and almost twice the percentage of parents who named retirement (17%) as their priority. Also, a college education was among the top three financial priorities for nine in ten respondents.” The Sallie Mae Education Institute
“The Household Income Index (HII) shows the value of real median annual household income in any given month as a percent of the base value at the beginning of the last decade (January 2000 = 100.0 percent). The April 2017 median is 2.1 percent higher than the median of $58,155 in December 2007, the beginning month of the recession that occurred more than nine years ago. And the April 2017 median income is now only 0.9 percent higher than the median of $58,846 in January 2000” Household Income Trends 2017 – Gordon Green and John Coder Sentier Research, LLC
“Over the past decade, tuition at public four-year colleges increased at a rate 5.6 percent higher than inflation, substantially faster than the previous two decades.” The College Board Trends in College Pricing
“As tuition has climbed, students are taking on more debt. College seniors who graduated in 2016 had an average of $37,000 in student loans.” The Project on Student Debt
“The Bureau of Labor Statistics estimates that only 20 percent of U.S. jobs require a bachelor’s degree or more. About another 10 percent require some post-high school instruction, including an associate’s degree. Against this need, the United States is already producing a workforce with about 30 percent holding a bachelor’s degree and another 10 percent with an associate’s degree.” Robert J. Samuelson – Scrap ‘college for all’ philosophy
Employee Financial Education is Effective in Reducing Stress—“Smart employers realize that good financial wellness and key measures of productivity are positively related. Such employers know that spending money to give workers comprehensive personal finance education will provide a positive return on investment for every single dollar invested.” E. Thomas Garman, Fellow and Professor, Virginia Tech
Employee Retention is a Critical Issue for Employers—“The US Department of Labor estimates that it costs a company one-third of its new hire’s annual salary to replace an employee.” American Management Association, HR Focus
“Employee turnover can have a devastating effect on pretax income. Some experts feel it is a major contributor to lagging US productivity and the failure of US industries to compete effectively. In the US there is a 30% turnover in all front-line jobs.” Positive Directions, Inc.
Enhanced Benefit Programs Can Impact Employee Retention—“Another study on worker retention by Sibson and Co of New Jersey found that focused incentive programs aimed at core workers kept good people and improved productivity.” Business Psychology News
“To retain new hires, almost 30% of respondents say they offer additional employee benefits at the start of employment.” Thomas Staffing, Employee Retention Survey Results
In the Next Decade, Higher Education Planning Will Increase in Importance—“The number of high school graduates will increase by 13% between 2012 and 2022.” The College Board
“Tuition at 4-year public universities increased 276% between 1971 and 2015 while median household income for men increased by 3% and women 8%.” PROsandCons.org
By providing access to our services at a discounted rate, your employees can find peace of mind knowing their higher education challenges are being met, and that means they will be more focused and productive at work.
Through offering our unique benefit, your recruiting efforts will have a leg up on other employers who have less robust employee benefit plans. Your valued employees will be more likely to stick around realizing that you, their boss, is looking out for their welfare by providing access to our comprehensive higher education program.
Don’t forget the best part – as a voluntary benefit, it there’s no cost to you to add Optimum Ed services to your employee benefits package.
So how do we deliver our services as an employee benefit? We can customize our program to meet your company’s calendar, work schedules, and culture.
- Information and education about our services can be provided at lunch and learns, more formal seminars or employee benefit tabling events.
- Coaching and consulting can be accomplished on a group or individual family basis; delivered on the corporate campus or at our facility;and scheduling is flexible, so we don’t disrupt your workday. Yes, weekends are possible.
Want to get started? Let’s talk. Call 804 417-4807 or 800 457-1364