With the cost of living continuing to rise, supporting the wellbeing of staff has been at the forefront of employers’ minds.

According to a LendingClub report, 64% of Americans are living paycheck to paycheck in 2022, so organizations are trying to support their employees financially wherever they can.

But if you are a small business or a start-up, having the financial means to help your staff may not be possible.

So, what are the other things you can be doing to improve employee wellbeing?

1. Apps to help manage personal finances

Earning money is one thing, but knowing how to manage it is another. There are many apps available for companies to promote to their staff which can help them track spending habits and expenses. Examples of these are Mint (cashflow tracker and planner) and EveryDollar (budgeting and savings).

2. Flexible Spending Accounts (FSAs) and 401(k) loans

Companies can discuss with their investment broker about setting up FSAs for their employees. These are essentially saving accounts to put money aside that is solely for healthcare or dependent care costs. As long as the money in this account is used for eligible medical expenses, the staff member will not have to pay income tax on it.

Alternatively, businesses offering a 401(k)-retirement plan can find out what loans are available to them. This will allow your employees to take a loan out of their retirement money and then pay it back over five years with a low interest rate. What’s even better is that any interest paid goes back into the employees 401(k) fund.

3. Giving employees space

Sometimes, distance can be good. In times of high stress and financial unrest, it can be a good idea to offer working flexibility – hybrid and remote working mean people are more comfortable and spend less time (and money) coming into the office. Not applying extra pressure to attend networking events or other gatherings outside of work can also help relieve stress and allow for a focus on what their job actually is.

4. Subscribing to mindfulness and meditation apps

The Stress in America report from earlier this year found that 87% of respondents were stressed about the rise in prices of everyday items due to inflation. Employers placing a real focus on the mental health of their employees is very important during such an uncertain time, and so organizations can purchase subscriptions to mindfulness apps such as Calm or Headspace to help their staff ease rising stress levels.

5. Discounted/free gym memberships

Physical fitness has been widely known to have mental health benefits, as well as helping to relive stress. Exercise causes the release of endorphins in your brain, which trigger a positive feeling in the body.

6. Talk to your staff

As simple as it may sound, communication is key. Making a conscious effort to speak to your staff and listening to their needs can be extremely beneficial for their wellbeing. For start-ups, being malleable with job roles can help boost engagement while also helping you get off the ground. Where someone may feel they are burning out in one area and someone else is hungry for development in another, this can be used to your advantage by swapping the two. Finding creative ways to improve development and learning is vital during such a testing time.

The cost of living is a sensitive time for all of us. It is difficult to avoid feeling its effects, and so if your small business needs guidance on how to support the wellbeing of your employees, get in contact with me at brittany@orgshakers.com




Throughout my career I've found myself gravitating towards startup assignments.

I'm a builder, so I find creating a business from scratch and calming the chaos extremely fulfilling.

Entrepreneurs who have chosen to create, develop, and execute a service or product are, by necessity, focused on growing the business.

External consultants, on the other hand, can deal with the time-consuming – but essential – details that keep the business on track:

  • Bringing a consultant on board gives entrepreneurs the freedom to focus on strategy and innovation, without getting bogged-down in the tactical aspects of scaling a business.
  • Experienced consultants are likely to have experienced similar growth environments and can share with entrepreneurs valuable ‘tricks and tips’ to drive organic growth. With a consultant's guidance business founders can make and invest in better decisions from the start without the experimentation that wastes time, money, and energy.
  • Consultants are outside the business team and vested in the success of their assignment. As a result, they can rise above the office politics and interpersonal dynamics that inhibit the execution of strategy. Indeed, they can give business founders the honest, objective feedback they need to address these issues before they become problems.

On a recent assignment I found myself executing on all the above, allowing the business founder to shift their focus away from tactical areas best left for functional leaders and to spend more time fundraising for the company's next investment series.

This is where we can help.

OrgShakers consultants have the knowledge, tools, and expertise across a wide range of People disciplines to give business founders the reassurance that what they have already built is in good hands … while freeing them up to focus on the growth of the company.

Rise to the challenge of #TheGreatResignation by CHARM-ing your people.

More than 15-million people have quit their jobs since April 2021, and there’s no way of knowing if this the exodus is temporary – or a long term shift in how people manage their careers.

Organizations can take control, however, by understanding why employees are leaving and taking measures to not only retain talent, but also attract and develop new and future leaders.

Do you know why your employees are leaving? Do you know where they’re going?

Employees exiting companies are citing a smorgasbord of culture-related reasons from toxic leadership and stifled growth opportunities to poor communication and lack of vision.

So, either the culture organizations thought they had pre-pandemic wasn’t truly aligned with their people’s values, or the pandemic has created a situation in which their people’s values are shifting.

Are you CHARM-ing your employees?

However, understanding the “why” behind the exit is only part of the battle; employers must be able to swiftly enact CHARM-ing strategies to attract, retain, and develop their workforce.

Committing to your vision and ensuring your culture aligns with the company’s values as well as the type of person you seek to employ.

Helping your leaders navigate the changing scope of work and equipping them with the tools and resources needed to inspire, coach, and develop their teams. And helping your employees manage competing priorities, their growth, and outside factors that can cause stress.

Attracting the best talent by partnering with your HR teams to maximize results in recruiting. Focus on the type of person you want to employ and what they want in an employer. When you identify those qualities, use them as the foundation for your recruiting strategy.

Re-recruiting your good people! Retaining key talent needs to be done with the same energy that you invested in recruiting that talent in the first place.

Motivating your people by taking the time to know what’s going on in their work and personal lives and offer support. Take care of work-life balance and recognize your people’s achievements. People become most motivated when their leader shows interest in their whole lives and not just work output.

The OrgShakers team have extensive experience in analyzing why employees are leaving, where they are going, and what will attract and retain your ideal employee. So, if you would like insight into how #TheGreatResignation is impacting your team and guidance in developing your strategy to combat the mass exit please get in touch: hello@orgshakers.com.

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