If you’re an employer who is offering or considering offering Student Loan Assistance as a benefit to your employees, these five tips will help you create buzz in your organization (and community!) and generate employee excitement.
Alabama Credit Union discovered their employees have a student debt burden similar to other Americans, with balances averaging $26,500 to $36,000. They realized they could make a difference in the lives of their employees by launching Peanut Butter Student Loan Repayment, a unique benefit that allows ACU to contribute monthly to their employees’ student loan debt as an employer-provided benefit. Like many employers, ACU also recognized that a unique benefits offering like student loan repayment could help them attract and retain their talent, too.
Peanut Butter was listed by Built In Chicago as one of five local edtech companies having a positive impact on the lives of students and recent graduates.
Peanut Butter CEO, David Aronson, is proud to speak at the Health & Benefits Leadership Conference (HBLC), organized by Human Resource Executive magazine. The conference runs April 24-26, 2019 at the Aria Resort & Casino, Las Vegas.
Kiswe, a video streaming startup and Peanut Butter customer, has received positive press after deciding to introduce a Student Loan Assistance late last year. In an excerpt from the article, which is shared below, Kiswe's CEO, Mike Schabel, speaks on his personal experience with student loan debt and how that encouraged him to help employees at his company shave years off paying back their loans by offering the benefit.
One common misconception of Student Loan Assistance is that it is a costly benefit. Employers often think they need to offer upwards of $100 or more each month to rollout this type of benefit program. We're here to tell you that's not the case. By implementing best practices when launching a Student Loan Assistance program, employers can see significant employee engagement that costs the company less than the free coffee offered in the break room each month.
According to the U.S. Census Bureau, only a third of employees who have access to a retirement program are actively using it to save for their future. Many either don’t see the benefit at this stage in their lives or they simply can’t afford to contribute until they have paid off their student debt.
With 2019 right around the corner, your orginization may be thinking you missed the boat on adding some new benefits to next year's offering. While that may be the case for other benefits, it doesn't have to be the case for Student Loan Assistance. Peanut Butter has streamlined the process, so you can begin offering it today (it's true - which is one of the reasons we have a 5-star rating on G2 Crowd)!
A recent survey, however, showed that 60 percent of Millennials (those now 19-35) don't think they'll be able to pay off their loans until they're in their 40s.
Hiring is hard. While this has always been the case, it is ringing true now more than ever. As the unemployment rate nears its lowest point in 50 years, the number of people leaving their jobs continues to go up. Workers feel confident that if (read: when) they leave their current company, they'll be able to find better pay and/or a better position elsewhere. This has not only made it increasingly difficult for employers to retain high-performing employees, but it's also create additional competition in getting top talent to accept offers.
As we covered in our last post, Peanut Butter makes it extremely simple for employers to begin helping employees manage their student debt by offering Student Loan Resources. When companies provide access to Student Loan Resources, employees are able begin taking charge of their student loans immediately. However, when companies are ready to accelerate their impact, they can begin offering Student Loan Repayment with a few clicks of a button through their Peanut Butter Dashboard.
With Millennial workers now making up the vast majority of the workforce and the post-millenial generation beginning to make an entrance, there's no surprise that half of employees are unsatisfied with benefits provided to them by their employers. Companies have tried to add additional perks, such as trendy office spaces or Friday happy hours, to round out their benefits package and satisfy the younger members of their organizations.
Peanut Butter client, Rise Interactive, spoke recently with Alexia Elejalde-Ruiz of the Chicago Tribune about why they decided to launch a Student Loan Assistance program. Read what Nicole Skaluba, Rise's Director of Employee Services, had to say in an excerpt from the article below or view the original version of the article here.
As a contact center technology provider where Voice of the Employee (VoE) importance is ever increasing, employee engagement and satisfaction are core focuses for Calabrio’s product strategy and development efforts. This focus on the employee, however, permeates everything we at Calabrio do. That’s why we strive to continually seek out and put in place innovative programs that positively impact, motivate and bring great work-life balance to our own employees.
The following is a guess post from Carolyn Kick, Marketing Manager at Launchways.
In today’s changing workforce, employers are reconsidering how they approach employee benefits. In the efforts to attract and retain top talent, companies are aiming to create more appealing benefits programs. They’re considering new, more comprehensive approaches to benefits. Even more importantly, they’re thinking about the make-up of their workforce and which benefits their employees value most.
I recently got my hands on the latest Aflac WorkForces Report (AWR), and it is chock full of valuable insights about how employees and employers view the benefits offered in today’s market. The full report has great insights on benefits trends and attitudes, but here we’ve highlighted the top points below as it relates to hiring and retaining employee talent, and how the right benefits package can help.
Do you, like many employers, feel like you are bending over backwards to create an environment that's awesome to work in but still losing top employees? Or, are you struggling with finding decent talent and then actually getting them to accept your company's offer? If you answered yes to either of these questions or are finding it hard to reach your hiring goals, there's a good chance your company's value proposition is misaligned with what current and perspective employees actually want.