A new approach to the pursuit of better organizational wellbeing is needed in today’s business environment. Operations, finance and HR can no longer function adequately in silos when success requires a strong connection between the company’s strategy and the executive team’s priorities and resources. The CEO’s vision and strategy execution, the CFO’s management of risk and financial sustainability, and the HR leader’s development and implementation of compensation and benefit programs have all become table stakes. When these abilities are closely aligned, they can effectively address the increased costs, shorter decision cycles and higher complexities of managing talent.
To help organizations bring out their better, Gallagher has created an approach to compensation, benefits, retirement and employee communications — Gallagher Better WorksSM — that addresses the interconnected nature of health, financial security, engagement and culture. Key areas of focus include assessing the effects of this relationship on productivity and turnover, and finding opportunities for improvement. From any starting point, any employer can drive progress toward better talent attraction and retention outcomes by promoting innovative, aligned programs.
There is no single solution for attracting and retaining employees that works equally well for all employers, but there is a singular process for filling that void. Coordinated changes in the employee wellbeing investment portfolio, including the physical, emotional, financial and career dimensions, can resolve current challenges and promote the growth of the entire company.
These investments are essential to remaining relevant and gaining ground in the markets for both business and talent. And they need the support of strong HR technologies, solid compliance frameworks and effectively targeted communications.
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