Employees are facing an immeasurable amount of stress right now. As they struggle to balance their work lives, home lives and finances, the impact of the coronavirus pandemic offers the opportunity for many employees to experience a mental health issue, or a period of feeling mentally unwell.
As the coronavirus makes its way through communities across the globe, another health problem has been spreading right along with it – stress.
This Saturday is Groundhog’s Day, which is a popular tradition originating in the late 1800s in the United States that is celebrated on February 2. While the folklore is interesting – does spring arrive early or will winter weather persist for six more weeks – it is the 1993 movie that I think of each day this year.
If it’s about 6-8 weeks before open enrollment, you’ve started to realize that you’ve got a lot to do. The next 2 months are going to fly by in whirlwind of activity, so we are going to dedicate this week’s entire blog post to one of the most crucial - most absolutely essential - pieces of your open enrollment communication.
Employers, sit up and take note: the strict nine-to-five workday schedule is becoming outdated, and for good reason. Too many hours spent in the office could be causing your employees chronic stress, poor health habits, and low job satisfaction.
You’ve planned. You’ve strategized. You’re ready to get things going, right? Congratulations, the countdown to Open Enrollment begins now.
Goodbye summer, hello fall. To most people these words mean a change in weather, wardrobe, or their favorite fall flavored drink at Starbucks. But to an HR or employee benefit professional, it also means something else… time to start gearing up for Open Enrollment.
Providing for ourselves and loved ones is one of many motivations to get up and go to work — a globally shared sentiment. While that motivation may be what attracts potential applicants to an employer’s door, it won’t be enough to retain employees unless we consider what benefits packages could look like without breaking the company bank.
We ask that all employees at Grooms Benefit Solutions contribute ideas to our Insights blog. Everyone here has a voice, and we love that.