Financial wellbeing analytics Meet your employees where they are How financial wellbeing analytics can improve outcomes Turning data into actionable insights by having an informed discussion. Lets have a conversation. Employers know that better financial wellbeing reduces employee stress and improves business results. But, what pieces matter? How do you use data to inform your plan? How does the connection between financial and overall wellbeing impact the design of wellbeing programs? Support that improves financial wellbeing and a method for effective communication Our approach evaluates financial stress using employee data. By reading the signals of financial insecurity, you receive insights without employee surveys. We integrate health care spending and savings alongside retirement planning. This recognizes that employees receive employer-funded health care as an employee, but usually not as a retiree, which can have a dramatic impact on financial wellbeing. Models evaluate the merits of different tax structures such as Roth 401(k)s and health savings accounts (HSAs) Behavior changes are accompanied by outcome changes, allowing you to prioritize employee resources in areas where support will bring the best results Help based on the story from your data Have pockets of employees with loans, hardship withdrawals, payroll liens, and qualified domestic relations orders? They may be financially stressed. Let’s offer the right type of support based on their needs. Data informs the strategy for short-term and long-term actions. Your strategy can include student loan repayment programs, HSA contribution integration, communication plans and more. We report workforce-level behavior and outcomes, demographic characteristics of those at-risk and tax efficiency analysis, and identify the most significant areas to potentially improve. We partner with you on actionable steps that will lead to improved financial decisions. Success story: Analytics to action at a large U.S.-based employer Explore this case study The organization needed help addressing financial wellbeing with a multigenerational workforce in many locations that included blue- and white-collar employees. They previously tried broad education and point solutions but engagement was low.