Studies show that 65% percent of Americans feel their finances are their biggest source of stress.That financial stress carries over to the workplace, with 49% of employees reporting being distracted by their finances at work, spending three or more working hours each week thinking about or dealing with personal financial issues. We’re seeing that organizations are committed to their people more than ever— while still having some recurring challenges like recruiting, retention, and attrition), and productivity loss, absenteeism, and delayed retirement —and not knowing how to navigate that.One proven way to navigate employee financial stress and the effect of it on the organization is to be intentional in leveraging your workplace benefits; recognizing your employees are your greatest asset.Once employers have an understanding of what is plaguing their workforce, then they can be intentional about solving for the most junior employee, there will be natural and organic results for all. ‘Rising tide lifts all boats.’

Well-being for all – what part does an employee-centered approach have in attracting talent? What part does data play in implementing a rewards strategy that gives employees what they want? How do organizations implement recognition strategies that foster employee well-being? What should be done to create a framework of belonging that attracts talent