401(k) vs. Que Sera, Sera – Workplace Communication That Matters
For Bruce Finley, the benefits discussion is a major (and often lost) opportunity for companies to reach young workers in a meaningful way, getting them more deeply invested in their careers and their futures.
What’s the Big Idea?
For younger workers especially, those who rarely have huge reserves of discretionary income and may view retirement and serious illness as things that happen mainly in the movies, the temptation to opt out of optional benefits altogether rather than trying to parse all that paperwork can be enormous. Bruce Finley is the communications guru at Mercer, a strategic advisor to corporations worldwide. For him, the benefits discussion is a major (and often lost) opportunity for companies to reach young workers in a meaningful way, getting them more deeply invested in their careers and their futures.
Big companies in particular spend a lot of time worrying about how best to communicate with – not at – their employees, meeting their increasing demands for instant information and transparency, and keeping them engaged and motivated. For while it’s true that job security in this economy is in rough shape, so (not coincidentally) is employee loyalty. Businesses are having a tough time holding on to their most promising workers. For Finley, successfully empowering workers to manage their benefit options – a tricky yet all-important task – may be the first step toward a beautiful relationship.
What’s the Significance?
As remote and technical as benefits plans may seem, they represent the most concrete commitment (beyond salary) that companies make to their employees' personal well-being. That's something that can get lost in all the fine print.
What’s needed is a conversation that works, even when it’s difficult. For large organizations, this is no simple matter – it involves decisions about tone, the channels and frequency of messages, and how to gather and respond to employee feedback in a timely manner. Simply creating a cool looking app or snazzy “employee service center” website won’t cut it.
More broadly, though, it’s a matter of corporate philosophy. The particulars of communication aren’t quite as challenging to sort out for companies who have programmed into their DNA the view that each employee is essential to the lifeblood of the organization, and a commitment to recognizing even entry-level workers not only as “resources,” but as people.
This post is part of the series Inside Employees' Minds, sponsored by Mercer.
Photo Credit: rangizzz/Shutterstock.com
Swipe right to make the connections that could change your career.
Swipe right. Match. Meet over coffee or set up a call.
This economy has us in survival mode, stressing out our bodies and minds.
- Economic hardship is linked to physical and psychological illness, resulting in added healthcare expenses people can't afford.
- The gig economy – think Uber, Lyft, TaskRabbit, Handy – is marketed as a 'be your own boss' revolution, but it can be dehumanizing and dangerous; every worker is disposable.
- The cooperative business model can help reverse wealth inequality.
Meanwhile, Spaniards are the least likely to say their culture is superior to others.
- Survey by Pew Research Center shows great variation in chauvinism across Europe.
- Eight most chauvinist countries are in the east, and include Russia.
- The study compared personality traits and obesity views among more than 3,000 mothers.
- People who scored high in conscientiousness are more likely to experience "fat phobia.
SMARTER FASTER trademarks owned by The Big Think, Inc. All rights reserved.