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How financially healthy are your employees? You can probably get a good idea by monitoring their performance. After all, it’s hard to bring your ‘A game’ to the office – or the home office.
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The most interesting and effective way of tackling it succinctly would be to use a real-life employer case study to understand the importance of workplace health demographics and how this data can be used to influence wellbeing benefits decisions.
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As the nation endures its third lockdown in less than a year, many of us are feeling the mental strain of the resulting stress, anxiety and isolation.
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Companies talk a lot about the environmental, social and governance (ESG) agenda, but it’s questionable whether this is born out in executive reward strategy. Long-Term Incentive Plans (LTIPs) are still very much weighted towards financial measures of success.
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Let’s start with the ‘why’ before we get into the ‘how’. Society has seen a broad change in recent years; change that has shaped expectations.
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The COVID-19 pandemic has underscored just how integral employee engagement is to a company’s valuation. While some employers have shown their humanity throughout this difficult period and given workers the support they need, others have seen their actions – or those of their suppliers – wipe billions off their market values.
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