ELFI for Business (Blog or Resources)

Important Details on Employer Student Loan Assistance Programs

Posted on April 17, 2020April 23, 2020

For student loan borrowers whose incomes have been affected by the coronavirus pandemic, the new CARES Act promises some much-needed relief. But beyond benefits like payment suspensions and interest waivers, the CARES Act delivers additional help in the form of employer-offered student loan benefits.

By Kat Tretina

Kat Tretina is a writer based in Orlando, Florida. Her work has been featured in publications like The Huffington Post, Entrepreneur, and more. She is focused on helping people pay down their debt and boost their income.

For companies looking to attract top talent, it makes sense to pay attention to issues that affect employees’ lives. For young workers, one of the most significant problems is student loans. According to the Brookings Institute, over 42 million Americans have student debt.

To stand out from other employers, offering student loan repayment assistance is a desirable benefit. In fact, one survey found that 60% of adults with student loans said they would think about switching to an employer that offers student loan repayment aid. Now, thanks to the CARES Act, employers can take advantage of tax breaks to help their employees deal with their debt during this difficult time.

Challenges in Hiring

In the Society for Human Resources Management’s 2019 State of the Workplace report, the organization found that companies struggled to find workers to fill high-skilled positions. Employers in different sectors are experiencing a talent shortage, unable to find workers with specialized education and experience.

The industries hardest hit by this phenomenon are healthcare and technology, particularly in data analysis, science, and engineering.

The biggest reason companies said they struggled to hire suitable candidates? Competition from other employers. With a limited pool of skilled workers, companies have to work hard to stand out from other employers to get the best employees.

For skilled workers with student loan debt, one way employers can improve their compensation package is by offering student loan repayment assistance. And thanks to the CARES Act, that’s easier than ever for employers.

What is the CARES Act?

The COVID-19 virus pandemic devastated the United States’ economy, causing millions of people to lose their jobs or to experience reductions in income. With so many people struggling to make ends meet, the government created the Coronavirus Aid, Relief, and Economic Security (CARES) Act to provide economic assistance.

On March 27, 2020, President Trump signed the CARES Act into law. As part of the CARES Act, the following changes were made:

- Stimulus checks up to $1,200: Individuals will receive up to $1,200 based on their 2019 tax returns, if they have already filed their returns. If not, the amount of the check will be based on their 2018 tax returns.
- Extended unemployment protection: Eligible workers who are now unemployed can receive an additional $600 per week for up to four months.
- Waivers of penalties for early withdrawals from retirement accounts: If people tap into their retirement accounts to make ends meet, the 10% early withdrawal penalty is waived.
- Federal student loan payments suspended until September 30, 2020: Federal student loan payments on Direct loans and federally-held FFEL loans and Perkins Loans are suspended for six months. During that time, no interest will accrue on the loan, and borrowers will still get payment credits toward loan forgiveness and loan rehabilitation programs.

How Does the CARES Act Affect Employer Student Debt Programs?

However, another benefit that is commonly overlooked is the expansion of employer student loan repayment assistance programs.

Under the CARES Act, employers can contribute up to $5,250 toward an employee’s student loans from March 27 until December 31, 2020, and the payment is excluded from the employee’s income. It is also tax-free for the employer, since it’s not subject to payroll taxes up to the contribution threshold.

The CARES Act amended the tax code to incorporate provisions of yet-to-be-passed Employer Participation in Repayment Act, allowing employers to pay off up to $5,250 of an employee’s debt tax-free.

Currently, approximately eight percent of employers offer student loan repayment assistance and can take advantage of this benefit. However, it’s available to more companies if they wish to use it.

Previously, the tax treatment of employer student loan repayment assistance programs created a burden on both employees and companies, so this is a substantial benefit that may encourage more employers to offer this perk to their workers.

ELFI for Business

If you are a business owner or a human resources manager looking to improve your recruitment and retention efforts, offering student loan repayment benefits can be a powerful tool. If the idea of building your own program seems overwhelming, consider taking advantage of the ELFI for Business program.

The ELFI for Business program is designed to help employers recruit and retain top talent. In one survey, 86% of workers reported that they would commit to an employer for five years if they received help with their student loan payments. And, three in five survey respondents said paying off student loans is a priority over saving for retirement.

Employer contributions can make a dramatic difference on your employees’ debt. For example, let’s say your employee had $30,000 in student loans at 6% interest and a 10-year repayment term. If you contributed $100 per month toward the loan’s repayment, the repayment term would be reduced by three years. And, the employee would save $11,363.

ELFI for Business also gives your employees other tools to manage their debt, including:

Newsletters
New hire onboarding booklets
Webinars
Onsite consultations

Customized Student Loan Refinancing Advice

Employers that participate in the ELFI for Business program will also have access to loan advisors to help employees considering student loan refinancing.*

If your employees have student loans with high interest rates, refinancing can help them reduce their rate and save money over the length of their loan. And, by lowering their interest rate, more of their payment will go toward their principal instead of interest charges, so they can get out of debt faster.

ELFI customers have reported that they are saving an average of $272 every month and should see an average of $13,940 in total savings after refinancing their student loans¹. When combined with employer contributions, refinancing can be an effective tool to pay off student loan debt.

Helping Employees During COVID-19

During these difficult times when so many are reeling from the coronavirus outbreak, offering benefits like student loan repayment assistance can make a major impact on your employees’ lives. Not only can it help recruit and retain good employees, but it can also build your company’s reputation and brand.

If you’re interested in introducing student loan repayment benefits in your workplace, contact ELFI for Business.

*Subject to credit approval. Terms and conditions apply.

¹Average savings calculations are based on information provided by SouthEast Bank/ Education Loan Finance customers who refinanced their student loans between 2/7/2020 and 2/21/2020. While these amounts represent reported average amounts saved, actual amounts saved will vary depending upon a number of factors.

Notice About Third Party Websites: Education Loan Finance by SouthEast Bank is not responsible for and has no control over the subject matter, content, information, or graphics of the websites that have links here. The portal and news features are being provided by an outside source – the bank is not responsible for the content. Please contact us with any concerns or comments.

Minternship: A New Trend for Middle-Aged Adults

Posted on January 20, 2020April 21, 2020

By Kat Tretina

Kat Tretina is a freelance writer based in Orlando, Florida. Her work has been featured in publications like The Huffington Post, Entrepreneur, and more. She is focused on helping people pay down their debt and boost their income.

In decades past, you would enter an industry and then spend your entire working career in the same field, often with the same employer. However, today’s economy is quite different. According to the Bureau of Labor Statistics, people have 12 different jobs over the length of their careers, on average. Not only that, but they also may switch fields during the course of their lives.

In a 2019 Indeed survey, 49 percent of U.S. workers reported a dramatic career change. For example, they may have switched from marketing to engineering, or from teaching to finance.

If you’re feeling burned out in your current field, switching to a new career can help reenergize you. And while switching careers can be challenging, completing a “minternship” — an internship you complete after already starting your career — can help bridge the gap.

What is a Minternship?

In August of 2019, BBC reported on the growing trend of minternships. Many millennial workers, frustrated in their current jobs, are using internships to relaunch their careers or completely switch their professional plans.

You can complete a minternship when you’re already advanced in your career, often when you’re in your 30s, 40s, or 50s. At this age, an internship can help you gain experience and test out a new field. And, it can provide essential networking opportunities so you can land a full-time job once you’re done.

During a minternship, you get hands-on experience in your selected field. You’ll work alongside professionals and learn the ins and outs of the business, completing projects and building your portfolio. Depending on the opportunity, minternships can be part-time or full-time commitments.

Where to Find a Minternship

If a minternship is appealing to you, there are several different ways to find an internship that matches your interests:

Consider returning to school: In some fields, you may need to return to school to complete a certificate program, get an MBA degree, or earn a master’s degree to get a job. Many schools require students to complete internships, and will even help connect you with companies that are hiring.
Search job boards: Some companies post their internships on job boards like Indeed, Monster, and Internships.com. You can search by location, company, or field to find an opportunity that suits your needs.
Connect with your network: If you’re switching careers, consider reaching out to your network on LinkedIn or via email to share your goals and ask for help.
Ask your employer: Some companies — especially large ones — will help facilitate employees’ transitions to a new department. They may provide student loan repayment assistance for employees who go back to school, or they may offer on-the-job training programs. Talk to your human resources department to discuss your options.

How to Prepare for a Minternship

While a minternship can be a great way to gain necessary experience, it may require you to make some lifestyle changes. To take on a minternship and leave your full-time job, you will likely need to adjust to a pay cut. To prepare for that and minimize its impact, follow these steps:

Explore financial aid: If you’re returning to school and completing a minternship, make sure you apply for financial aid, including grants, scholarships, federal student loans, and private student loans*. You may qualify for aid and loans to cover your living expenses so you can focus on your education and budding career.
Create a budget: Make a budget detailing how much money you’ll have coming in while you’re interning and how much you’ll spend each month. Account for regular expenses like rent or mortgage payments, utilities, groceries, and transportation.
Cut expenses: Once your budget is complete, look for areas where you can cut back. Perhaps you can add a roommate while you’re an intern, or you can use public transportation.
Find additional income sources: As an intern, you may need to be creative about how you earn money. While paid internships are possible, unpaid internships are common in certain fields. If that’s the case, consider launching a side hustle or freelancing or consulting in your old field to earn income. Or, you can take on a part-time job.
Refinance student loans: To reduce your student loan payments while you’re interning, you can refinance your student loans*. If you extend your repayment term, you could dramatically lower your monthly payments. You may pay more over time in interest thanks to the longer loan term, but it can be worth it to free up more money in your budget each month.

Changing Careers

If your current job no longer excites or challenges you, it may be time for a change. Completing a minternship gives you an opportunity to learn new skills so you can successfully switch fields. While it will take some sacrifices and time to do, finishing a minternship can prepare you for a successful career change.

Do you need to borrow money to pay for school, or do you want to refinance your existing debt to lower your payments?

ELFI offers private student loans and student loan refinancing loans with competitive interest rates. There are no application fees, origination fees, or prepayment penalties. And, it offers a variety of repayment options and loan terms to suit your needs. You can use ELFI’s Student Loan Refinancing Calculator* to get a rate quote without affecting your credit score.

*Subject to credit approval. Terms and conditions apply.

Down to Business: 5 Perks That Today’s Employees Demand

Posted on September 28, 2019January 24, 2020

Perks have generally been regarded as nice-to-have additions to an employee’s basic salary and benefits package. Offerings such as flexible schedules, tuition reimbursements, employee discounts, and gym memberships have been seen as the icing on the cake that may sway a prospective hire to choose one employer over another. However, younger employees are regarding some desirable offerings by employers not as perks, but rather as essentials. Here are five perks that fall into this category.

1. Flex Time

Today’s employees don’t see the world in black or white or nine to five. Studies show the following:

84 percent of millennials are looking for more work-life balance.
54 percent don’t want to be limited to a rigid work schedule.
Approximately 77 percent of millennials would accept a lower salary to work for a company that offers flexible hours.

One way to make the workplace more appealing to today’s workers is to do away with the rigid procedure of tracking work hours and vacation days. The only metrics that should matter are the productivity of staff members, how well they accomplish tasks, and team member morale. As long as employees do their work, a company shouldn’t care when or for how long they’re in the office.

Flex Time for Family – Employees should be encouraged to take time off when necessary. This includes providing the opportunity for new parents to stay out of the office for four to eight months following the birth or adoption of a baby, or to care for a close family member with a serious health condition. Another good idea is to offer reimbursement of expenses related to adoption or surrogacy.

2. Telecommuting

Today’s employees are rebelling over being forced to make a long commute every day, pay tolls, or cope with overcrowded and inefficient public transportation. One survey on telecommuting preferences found that nearly 90 percent of the US workforce would like to “telework.” Telecommuting two to three days a week was regarded as the sweet spot for a balance of working alone at home and collaborative work in the office.

3. Help with Student Loan Payments

Most young people starting out on their career paths are burdened with student loan payments. With that in mind, one perk that should not be overlooked is the potential to help your employees pay down their student loans. Student loan payments can eat into a worker’s paycheck for years and years, and worrying about them may affect their job performance. However, ELFI for Business can introduce you to several ways your company can help your employees pay off their student loan debt. Call us at 1.844.601.ELFI for more information on this innovative new program.

4. More Autonomy

Today’s workers don’t want to be micromanaged. Companies should recognize that autonomy is a basic psychological need, and the more autonomous their employees feel, the more likely they are to be engaged. Many studies show that more job independence leads to a workforce that is more content, healthier, and more productive.

5. More Time Off

The notion that you have to work at a company for five years in order to earn an extra week’s vacation time is regarded as outdated by today’s workforce. Millennials care more about having some adventure in their lives and less about money. Companies should consider offering non-monetary lifestyle bonuses such as:

Three weeks of vacation time from day one.
A day off on an employee’s birthday.
An earned bonus vacation week around an appropriate holiday.
A fourth week of vacation after someone has been there for three years.
After five years, eligibility for Summer Fridays off.

The Perks to Companies

There are very tangible benefits to companies that offer their employees flexible work options, telecommuting, assistance with student loan debt, more time off, and greater autonomy. These include the following:

Longevity – A study found that 86% of workers would commit to a company for five years if that company helped pay off their student loans. Moreover, millennials are likely to stay in a job for more than five years if their employers provide some flexibility about when and where they work.
Job satisfaction – One survey revealed that 90 percent of participants felt that more flexible work arrangements would boost their morale and increase their job satisfaction.
More productivity – It’s a simple equation: Happier employees leads to more engaged and productive employees.
Recruit more easily and quickly – A flexible work policy will improve a company’s recruitment metrics. One survey discovered that 77 percent of job seekers put flexible work schedules at the very top of their list of perks when evaluating job opportunities.

Join the Workplace of the Future

Job satisfaction is essential to a company’s overall success, which is why it’s crucial to offer perks that top talent are looking for. To learn more about how to make your workplace attractive to today’s employees, read The Best Place to Work: The Art and Science of Creating an Extraordinary Workplace, by Ron Friedman, an award-winning social psychologist and author. Then, contact ELFI to see how ELFI for Business can help your team attract and retain top talent!

NOTICE: Third Party Web Sites

Education Loan Finance by SouthEast Bank is not responsible for and has no control over the subject matter, content, information, or graphics of the websites that have links here. The portal and news features are being provided by an outside source – The bank is not responsible for the content. Please contact us with any concerns or comments.

New Ideas for Business Recruitment

Posted on August 14, 2019January 24, 2020

Have you been noticing that your recruitment strategy may be somewhat behind the times? Still using traditional ways to fill your vacancies, such as newspaper ads, college recruiting, job fairs, and the same old job board? Although these recruiting channels will produce some hires, there are much more effective ways to find the best talent for your company. Here are some recruitment strategies that you might want to consider going forward.

Improve Your Employer Brand

Your employer branding is your business’s reputation as a place to work. It’s the way your company is perceived by your employees, not your customers. This is perhaps the most important element to consider if you want to attract, hire, and retain great talent. First-class employer branding is not easy to achieve because it requires significant investments of both time and money in your employees. However, it’s important to realize that today’s job seekers are not just looking for high salaries. They want a stimulating work environment and a great company culture.

Make Use of Data

There is a business maxim that says you can’t manage what you don’t measure – and when it comes to recruiting, there’s a lot to measure, including: candidate response rate; application completion rate; qualified candidate rate; time to hire; cost of hire; and more. Using these metrics, you can learn what’s going well and what needs to be improved.

Ditch CV Hiring

It takes a lot of time to read through hundreds of resumes and cover letters, and many applicants will have inflated their qualifications and experience. Instead, make it super easy for a candidate to apply online and then give them a short skills test or a series of tests. Software is available that will automatically pre-qualify candidates as they apply via the test.

Use Niche Job Boards

You have to sink your recruiting line into the right pond to catch good fish. Niche job boards specialize in specific fields. You’ll get fewer candidates than with larger, more general websites, but the candidates may be better qualified for your niche job.

Encourage an Employee Referral Program

Instead of searching through hundreds of applicants via job boards, you can recruit your own employees to do some searching for you. A referred employee is often a better quality hire because the person who has referred them has a good understanding of what qualities are needed to fill the vacancy. You should offer a reward if an employee brings someone great to your team. This incentive could be in the form of cash or extra days off.

Host a Meetup – Another way to involve your current employees in the recruiting process is to host a meetup or get involved in a networking event that’s already been organized. Send out some representatives from your company and let them spread the good word about working for you. Include some free merchandise to give out to attendees.

Don’t Overlook Passive Candidates

If you don’t hire a top candidate quickly, they will be gone from the job market fast as another company snaps them up. However, the good news is that there is no shortage of passive candidates (i.e., people who aren’t actively looking for a new job). According to research, 85% of global employees would be happy to change their position for a better opportunity. Your mission as a recruiter is to get into your target audience’s line of sight via whatever means possible.

Reach Out to Previous Employees

Rehiring someone who has worked for you before may be a good idea. A prior employee may be the perfect candidate for a different role or a new role higher up the ladder. Look for past employees who have acquired new skills and gained work experience while working for other companies. You can benefit from the training and experience gained while they were away.

Don’t Forget the Perks

Although perks might not be top of the list for someone considering the employer branding of your company, perks do show that you care about your employees. Here are a few suggestions.

Raising salaries once or twice a year when goals are met.
Offering a significant number of paid vacation days.
Opportunities to work remotely from home.
Provision of a free laptop to take home.
Offering retreats every year.
Payment for gym or other sports club memberships.
Reimbursement for new glasses or contact lenses.
Free e-books on any work-related subject.
Bring your dog to work day.

ELFI for Business Program

Our innovative program can help your company recruit and retain top talent. One feature of this program is a student loan solution for your employees. A high level of student debt is a big concern for young professionals. In fact, an ASA survey found that 86% of them are prepared to commit to a company for five years in return for some assistance in paying off their student loans. Click here for more information.

Improved recruitment practices lead to better quality hires, shorter time to hire, shorter onboarding, lower turnover rates, and less recruiting expenses. Contact us to learn more on how we can help you recruit and retain employees through the ELFI for Business Program!

NOTICE: Third Party Web Sites

How to Retain Millennial Talent

Posted on July 24, 2019January 24, 2020

The Pew Research Center informs us that millennials (ages 22 to 37) make up the largest share of today’s workforce. Millennials offer a lot of value to a company because they tend to be highly educated, comfortable with technology, and willing to learn new things. However, the average millennial worker remains with a job for only three years or so. With that in mind, it’s important for your company culture to appeal to your millennial hires so they’ll decide to stick around for the long haul. The question for companies then is: How can we make our company attractive to millennial employees? And how can we keep them? Here are some insights into what millennials are looking for in the workplace.

Above All, Millennials Want Opportunity

Millennials regard jobs as opportunities to learn and grow, and they have a strong desire for career development. A Gallup survey found that an impressive 87% of millennials rated career growth and opportunities for professional development as the essential aspect of a job. This contrasts with 69% of non-millennials who say the same thing. So, if you want to retain millennials, you need to take their desire for career progression seriously. Here are some ways to accomplish this.

Keep your employees updated on education and promotion opportunities. Institute a tier system based on knowledge with the ability to advance by getting new certifications.

Provide weekly training sessions to build teamwork and advance knowledge on a topic. Incentivize your team for a job well-done by providing rewards such as a surprise gourmet lunch at the office.

Notice and appreciate your staff when they’ve done an excellent job. Don’t wait until the six-month or yearly review to provide feedback. Create a process that allows for the consideration and implementation of your employees’ ideas and complaints, e.g., via monthly one-on-one meetings.

Talk to your employees face to face. Millennials want to communicate about their work and possible career advancement in person. When they question management decisions, they are not being disrespectful but rather seeking information. Engage with them in a conversational style rather than shutting them down or issuing an order.

Provide the necessary structure for a work project – meeting times, deadlines, etc. – but then let your millennials work things out without micromanaging. They want to be provided with work that they can “own” and run with.

Make sure they know the “why” of what you want them to do. Millennials need to understand why their work matters in the larger scheme of things.
Instead of losing your talented millennial employees to another company, allow them to switch roles within your company. It provides them with the opportunity to get new experiences and learn new skills. Plus, you’ll be building a pool of potential future managers who understand the inner workings of several aspects of your company.

Millennials Want a Company that Invests in its Employees

Depending on the job, this could mean providing the latest and greatest technological tools available in the industry. For others, it could mean offering a stipend or an allotted expense for travel to conferences or other events to further education. Often times this includes shares or stock options in the company. In other words, provide more than just a salary.

Millennials Like Perks

Although perks may not be the main reason why millennials might choose to work for a company, they do like perks. Young married millennials are much more likely to stay with your company if, for example, you provide flexible work schedules or an on-site child care facility. Other attractive perks might be:

Free training or learning allowances
Sabbaticals
Mentorships
Mid-career internships
Flexible vacations
An allotment of days for remote work
Summer Fridays
Free gym memberships
Bring your dog to work

The Hiring Process

Millennials appreciate transparency during the hiring process and throughout their employment. A job candidate wants to see if they are a good fit for the position and what their future with the company is likely to be. Once a millennial is hired, transparency should continue through regular assessments or check-ins with their supervisor. Nothing should be shrouded in mystery or corporate-speak that obscures or confuses.

Retain Your Millennial Team Members Longer

Millennials tend to leave jobs when they feel they aren’t appreciated or that their employers are not willing to be flexible. The cost of having your millennial talent leave is high. Your company has poured time and resources into training and development, so retention is an issue for your bottom line. Millennials don’t just want a job; they want to be highly engaged in what they are doing. Smart companies should find ways to harness this sense of mission or risk losing their brightest millennial talent to more purpose-driven companies. For an excellent overview of how to treat your millennial employees, read the free Epic Guide To Managing Millennials In The Workplace by Rob Wormley.

Learn More About ELFI for Business

NOTICE: Third Party Web Sites

Measuring the Costs of Employee Turnover

Posted on July 3, 2019January 24, 2020

Best-selling business management author Jim Collins was asked during a 2001 interview if he had identified a good business response to the economic slowdown that had gripped the nation. His widely quoted answer is as relevant today as it was at the time:

“If I were running a company today, I would have one priority above all others: to acquire as many of the best people as I could [because] the single biggest constraint on the success of my organization is the ability to get and to hang on to enough of the right people.”

Nearly 20 years later and in a highly improved economic climate, Collins’ words still encapsulate the biggest challenge facing HR departments of corporate giants and small start-ups alike: finding and retaining quality team members. In an era of competitive recruitment and job-hopping staff, your company risks losing monetary and human capital each time a valued employee chooses to leave. Employee turnover impacts your bottom line and your company’s culture. To set wise employee retention policies, you first need to assess the costs of staff turnover accurately and measure the full impact of employee loss.

Direct Costs of Replacing Employees

A talented employee exiting your company costs you money. Estimates of how much employee turnover costs can vary by industry and employee salary. A study by Employee Benefit News estimates the direct cost to hire and train a replacement employee equal or exceed 33% of a worker’s annual salary ($15,000 for a worker earning a median salary of $45,000). Cost estimates are based on calculatable expenses like these:

HR exit interview & paperwork
Benefit payouts owed to the employee
Job advertising, new candidate screening & interviewing
Employee onboarding costs
On-the-job training & supervision

You can track the expenses of your company’s employee turnover using this online calculator, or create a spreadsheet to determine how actual costs add up to affect your bottom line.

Full Impact of Employee Loss

Josh Bersin, a human resource researcher, writing for LinkedIn, refers to employees as a business’s “appreciating assets.” Good employees grow in value as they learn systems, understand products and integrate into their teams. When one of these valuable employees leaves, the business loses more than just the cost of hiring and training a replacement. Bersin cites these additional factors contributing to the total cost of losing a productive employee:

Lost investment: A company typically spends 10 to 20% of an employee’s salary for training over two to three years.
Lost productivity: A new employee takes one to two years to reach the level of an exiting employee. Supervision by other team members also distracts those supervisors from their work—and lowers the team’s collective productivity.
Lost engagement: Other team members take note of employee turnover, ask “why?” and may disengage.
Less responsive, less effective customer service: New employees are less adept at solving customer problems satisfactorily.

According to Bersin, studies show the total cost of an employee’s loss may range from tens of thousands of dollars to 1.5 to 2 times that employee’s annual salary.

Strategies to Slow Employee Turnover Rates

An effective exit interview helps you and your HR team pinpoint the drivers of your company’s employee turnover. You may find that hiring practices need to be refined or employee engagement should be enhanced. Changes to the break room space, such as fresh fruit or games, will allow your employees to relax and come back to work with fresh eyes and a better attitude. This will keep up the workplace morale, shaping your company culture to include perks appealing to younger workers and will lead to increased job satisfaction. Today’s employees are career-oriented and highly motivated. Keep them on your team with other opportunities such as:

Pathway for advancement within the company
Professional development & advanced education
Flex-time & work-from-anywhere options
Management support & recognition
Lifestyle rewards or amenities like catering & concierge services
Culture of shared values & volunteerism

Add Student Loan Benefits Through ELFI

Student loan repayment tops the financial-worries checklist of many recent graduates. Older team members question their ability to pay for educating their children. New, highly desirable HR benefits like student loan contributions and financial literacy education are emerging from these employee concerns—and ELFI for Business is leading the way for employers to incorporate them into hiring packages. You can connect with ELFI directly from your HR portal and access multiple ways to contribute to employees’ student loan debt. We offer new-hire onboarding booklets, educational newsletters and onsite consultations filled with information for you and your employees. Reach out to us at 1.844.601.ELFI to add cutting-edge benefits to your HR employee package!

Learn More About ELFI for Business

NOTICE: Third Party Web Sites
Education Loan Finance by SouthEast Bank is not responsible for and has no control over the subject matter, content, information, or graphics of the web sites that have links here. The portal and news features are being provided by an outside source – The bank is not responsible for the content. Please contact us with any concerns or comments.

How Do You Become an Employer of Choice?

Posted on June 28, 2019January 24, 2020

Is your company—the company everyone in your industry wants to work for or an “Employer of Choice?” Employers of choice consistently retain their highest performing employees and attract the best and the brightest over their competitors. Employers of choice have little trouble recruiting talent since college graduates line up eagerly to interview for coveted jobs.

In today’s competitive labor market, the majority of companies do not qualify as employers of choice. Their workforces are in constant flux, and the cost of employee turnover is hurting the bottom line. Fortunately, that cycle can be halted and reversed. Any business can become an employer of choice by following these five strategies to transform company culture into one that (1) delivers value to employees, and (2) encourages their engagement.

Make Your Workplace a Positive Environment

If your business has been getting by with lackluster performance and frequent turnover, you’ll need a critical eye to evaluate the current culture. Try to hire for longevity and look for the best possible fit for each unique position. Employers of choice search for employees who can make a positive impact on not only their work but their team, too.

With capable and involved staff, from new-hires to top management, you can build a workplace recognized for its atmosphere of trust, personal growth, and positive performance. There’s no room for micromanagement in this kind of workplace environment. Entrust your employees with a mission, direction, and goals—then step aside. Allow them to make decisions and respect their choices. In a positive environment, differences of opinion become opportunities for learning and growth.

Provide Relevant Compensation & Benefits

Competitive compensation has always been a hook to catch the attention of potential employees. Even if your business cannot support top-tier pay and benefits, you can shape your compensation package to deliver the value your employees want. Offer the best salary you can afford and supplement it with bonuses and perks that reward company performance. Recognize that today’s employees place a high value on their time—and offer flexible scheduling and remote work options. Consider turning the standard break room into a comfortable lounge where workers can relax, play games or socialize. Go beyond the traditional benefits by adding college loan contributions, paid time off for family emergencies and parental leave to your benefits package.

Encourage Professional Growth

Engaged employees have a keen interest in professional growth and career development. Employers of choice encourage this interest by supporting their team with relevant training and additional growth opportunities, including:

Professional development seminars
On-the-job continuing education
Exposure to new tasks through job rotation
Tuition reimbursement for certifications & advanced degrees
Pathways for advancement

Establish Transparency

People like to know where they stand in a relationship, job, or career.
Professionals who feel uncertain about their place in the organization, workplace expectations, or their own performance may seek other opportunities with another company. Transparent communication and clearly defined expectations give your team the perspective they need to stop worrying and start investing in the job. Employers of choice also develop channels for mentoring, giving helpful feedback and praise, and rewarding performance and risk-taking. They provide opportunities for teams to voice their ideas and concerns. Feeling safe and appreciated, employees buy-in to the company culture and become engaged.

Create a Collaborative Culture

If your company is to become an employer of choice, you must develop a respectful and collaborative community. Engaged employees appreciate corporate responsibility, and they have expectations of your business that go beyond products, services, and profits. Workers want to feel their companies are good local and global citizens. Employers who embrace charitable outreach are rewarded with employees who are more confident, purposeful, and willing to work as a team. You can boost staff morale and develop a meaningful and relevant work community by sponsoring activities that include:

Food & clothing drives
National fundraisers
Community clean-up initiatives
Health & wellness fairs
Recycling events
Health awareness campaigns

Become an Employer of Choice With ELFI for Business

Today, a college degree is more accessible than ever—and more expensive. An employer contribution to student loan repayment is one of the best ways to attract loyal employees. ELFI has created a cutting-edge benefits program that is easy to access through your HR portal and includes multiple incentives for attracting and keeping top talent. Take the first step to becoming an employer of choice.

See Why Employees Leave

NOTICE: Third Party Web Sites
Education Loan Finance by SouthEast Bank is not responsible for and has no control over the subject matter, content, information, or graphics of the websites that have links here. The portal and news features are being provided by an outside source – The bank is not responsible for the content. Please contact us with any concerns or comments.

Why Do Employees Leave?

Posted on June 17, 2019January 24, 2020

Today’s tight labor market and frequent employee turnover are challenging U.S. employers to view company cultures with a critical eye. A report by the Work Institute found that some 42 million (one in four) employees would leave their jobs in 2018. What is the cost of replacing so many experienced people in an organization? According to the report, last year’s “employee churn” costs hovered at $600 billion—a figure that could increase to $680 billion by 2020. Of further concern to companies is the growing realization that young team members are most inclined to move on after a relatively short period of employment. In a recent survey, 59% of respondents felt they should begin looking for a new position after only one to two years on a job. Older employees continuing to work past retirement age or re-entering the workforce are adding stability to many companies, but the turnover trend has serious implications for the long haul. Why are employees leaving and what can employers do to stem the tide? Data gathered by HR organizations and research firms reveal some interesting trends about motivating and retaining current and future employees.

Top 4 Reasons Employees Leave a Company

The current employee shortage has upended traditional hiring models. Companies are racing to reshape their corporate cultures and embrace the values of a more limited workforce. Although improved pay and benefits packages continue to be important, these four workplace problems are the leading reasons why employees pick up—and move on.

Not enough work-life balance. Team members value their time and don’t want employers to waste it. Their enthusiasm and performance will wane if they are weighed down with busy work and meaningless meetings. Younger employees appreciate flexible schedules, the ability to work from home, and a workload that is challenging without spilling over into personal time.
Poor management. Supervisors who are unable to engage their employees or unwilling to help them grow by providing positive feedback are commonly cited as reasons to leave. Today’s professionals respond to personal interaction and appreciate public shout-outs and ancillary rewards like gift cards, tickets, and free meal vouchers.
Lack of recognition & career advancement. Employees who excel like to be recognized for their extra effort. They also need to see a clear pathway for furthering their careers. Today’s staff members expect companies to help them grow professionally while providing access to career development and mentorship programs.
No company engagement. When a company does not have (or cannot properly communicate) its goals and values, employees lack a shared sense of purpose. Businesses fostering a sense of community are better able to inspire, engage, and retain employees.

Create a Satisfying Workplace to Keep Valuable Team Members

In many ways, today’s workforce is looking for the same type of job satisfaction as high performers of past generations. Respect, appreciation for a job well-done, opportunities for advancement, challenging work, and monetary rewards still lead to employee satisfaction and engagement. According to Gallup research, 34% of employees are engaged at work, but 53% are not engaged and likely to leave a job for another offer. To involve these employees and access their potential, employers are putting greater emphasis on corporate culture assets like these:

Relevant workplaces with a clear mission & shared values
New-hires who contribute to the corporate community
Greater creative freedom & autonomy for staff when possible
Updated technology to support performance
Employee input as valuable business partners

Learn More About The Act Regarding Student Loans and Employers

Student Loan Benefits Appeal to Workers of All Ages

Many young employees begin their careers with a heavy burden of student loan debt. They worry about the monthly toll payments will take on their starting salary. Will they have enough money to travel, buy a home, or start a family? Worries about student debt repayment are not limited to the youngest workers. Some data suggest that these concerns cut across age groups and include professionals over age 55. Older workers may have taken on student loan debt to fund advanced degrees or send a child to college. Widespread student loan debt suggests that companies offering repayment contributions and other related benefits have a distinct advantage in attracting and engaging their workforce.

Improve Retention With Cutting Edge HR Benefits From ELFI

As an ELFI business partner, you can add value to your benefits package with monthly contributions to student loan debt. You’ll also plug into resources like newsletters, webinars and onsite consultations. Connect with ELFI from your HR portal and discover how significant student loan benefits are to your team members—and how cost-effective they are for your company.

Tops Ways to Engage Millennials at Work

Differentiate Your Company to Recruit the Best Employees

Posted on June 15, 2019January 24, 2020

There’s fierce competition in the global marketplace to attract and retain high-potential employees. In a competitive hiring environment, your company needs to project a strong and appealing corporate identity to recruit the best employees to your team.

Those recruiting employees are scrambling for differentiators and value propositions to make their company stand out. Companies that attract and keep employees who share in their vision have distinct advantages: lower turnover costs, a more committed workforce—and an increased ability to exceed sales and production goals. Many recent college graduates begin their careers, expecting to jump from job to job frequently. Changing that mindset is a significant challenge for businesses. The following suggestions can help your company attract the best new hires—and retain them for years to come.

Polish Your Company Brand

Today’s job seekers are looking for more than just a good compensation package. They want to be part of a team that emphasizes shared values and a unified purpose. A company and its workforce should have a recognizable brand with clearly communicated values. By clarifying your core values and creating a cohesive mission statement, you define your business philosophy and give new recruits a glimpse into your workplace culture.

Make a deeper impression on potential new team members by going a step further: Let high-potential employees experience your company culture firsthand. Consider including activities like these in your recruitment process:

Tour of facilities & on-site amenities
Lunch with staff at the corporate lunchroom
Face-to-face meetings with company or division heads
Informal conversations with valued team members
Off-site mastermind gatherings with new and existing employees

You will reduce turnover costs when you identify new staff members who share your company values and have the potential to fit seamlessly into your corporate culture. Understanding your company’s management style and the characteristics of your most successful employees can prevent potential hiring mistakes. One of the most common reasons cited for an employee leaving a job is a “poor relationship with management.” Your company will succeed at employee retention when you understand and communicate your management style and company culture at the outset— before you have spent the resources to recruit and train the wrong candidate.

Create a Meaningful Compensation Package

A competitive salary is essential to new team members, but other types of compensation may seal the deal. Companies seeking to differentiate themselves from competitors offer compensation packages that are meaningful to their employees. In addition to healthcare benefits, paid time off and 401K fund matches, employees are looking for perks and benefits that enhance their lifestyle.

A recent Robert Half survey cited these desirable additions to a company’s compensation package:

Paid parental leave
Opportunities for professional development
Profit-sharing plans
Student loan reimbursement
Dental & vision insurance
On-site amenities like childcare, gym & concierge services
Compressed workweek
Telecommuting
Flexible work schedule
Paid time off for volunteering

Many perks are an expression of your company’s culture, adding purpose and engagement for your high-potential employees. Consider sponsoring a community food drive or park clean-up. Host social events, investment seminars or concerts. You could also incorporate monthly rewards for employees who exceed expectations, such as a $50 meal certificate. This would drive your employees to perform to their highest every month and maintain workplace morale. Today’s recent grads respond to a work environment that meshes with their personal values and interests.

Sell High Potential Employees on Your Company

Once you have identified a talented candidate for hire, make the sale. New recruits who understand how they fit into your company’s culture and structure are more likely to invest themselves and stay. Boost talent retention by defining a path forward within the company. New hires want to know they will have opportunities for professional development, continuing education and the possibility of internal promotion. Show them where they could be short term, such as a year or two in the future. Seeing the growth within arm’s reach will give them the drive to perform the best they can. They are also highly focused on achieving work-life balance. If your business model permits it, offer greater work flexibility with schedules that allow work-from-anywhere options and unstructured time on the job.

Add Student Loan Repayment Benefits

Corporate help with student loan repayment is a big plus for high potential employees and a key business differentiator. ELFI for Business has the expertise to help your HR department put together an attractive hiring package with sought-after benefits like these:

Financial education
Employer contribution match
On-site consultations
Budget-friendly refinancing options

Connect with ELFI for Business right from your HR portal—or call 844.601.ELFI to discuss the positive impact these benefits have on hiring and engaging valuable team members.

Why Are Employees Leaving Your Company?

What Employees Want HR To Know

Posted on April 8, 2019January 24, 2020

HR often has a tough job, keeping employees happy and working in the best interest of the company all while complying with legal requirements and internal policies. It’s a hard line to walk! But when it comes to making your company attractive to potential employees and keeping your all-star staff, communication is key! And there are a few things people want HR to know but often don’t know how to voice.

Fire the jerks.

An article in Inc. magazine® made waves a few years ago by urging managers to “fire the jerks.” Some managers defended their less popular employees by saying that it would make sense at times to keep an unpleasant staff member because of their high performance or other redeeming qualities. Very few people want to work with a jerk, and they might be leaving your company because of this. If HR doesn’t have a pulse on employee relations, the bad behavior might be flying below the radar and causing attrition of excellent employees. Having a discipline policy in place and caring about the wellbeing of the workforce over the livelihood of one jerk will help promote a respectable workplace culture that people don’t fantasize about leaving just to avoid one bully.

We know our worth.

People have lots of tools to find salaries comparable to their own. A quick internet search brings up resources like Salary.com and Glassdoor.com where people can see what others are making in their field, in their city, and even self-reported salaries of other people at their same company. Plus, many employees see the value in having open discussions with each other about pay to make sure that they’re making a fair amount for their hard work. With these things in mind, HR needs to know people want an open and honest conversation about compensation. Initial negotiations, promotions, and reviews need to be transparent, and HR should be prepared to see some resources printed from employees at these meetings.

Somethings are more important than pay.

You can’t just throw money at problems. There might be alternatives that cost the company less but give people more incentive to work hard and be engaged. Check out some of the suggestions below, including student loan assistance, flexible schedules, telecommuting, wellness benefits, and time off.

Student loan debt assistance and resources are valuable to us.

Student loan debt and personal finance matters can be a big stressor for all types of employees. Whether it’s catching up on retirement funds, paying off student loans, or general help with things like budgeting, saving, and investing, we want trustworthy financial wellness resources. No benefits program is going to fit everyone, but surveying employees or offering different ways to take advantage of these kinds of benefits can mean a big boost for interest in the company and retention of valued employees.

Learn More About ELFI for Business

We care more about balance and family/personal time than older generations.

Employees today don’t value the kind of work habits that create workaholics. Instead of burning the candle at both ends, people are taking advantage of paid time off and set working hours so that they’re not constantly on the clock. Unlike employees of former eras who found self-sacrifice to be something that gave them purpose, HR needs to know that breaks from work and finding balance is a key requirement for an energetic and productive workforce. Far from having a poor work ethic, the focus on mental health is important. A healthy balance between work and personal life can really motivate people to focus and be efficient while working. People today take caretaker roles for aging parents, realize the importance of spending time with children, and even prioritize caring for pets. HR needs to be aware of how policies can help attract, retain, and promote excellence among employees.

The ability to work remotely matters.

Not every employee can do their job remotely, but in the digital era, an increasing number of employees can work from almost anywhere. Bad traffic, long commutes, and flexible schedules to accommodate everyday adulting, working remote can ease stress and yield great results. Plus, the jury is no longer out on how well this works. According to Inc.®, employees who had the ability to telecommute took shorter breaks, used fewer sick days, and took less time off. A good telecommuting policy could benefit the workforce and improve business outcomes.

Mental health is important to us.

No career is worth sacrificing mental health and wellness. People who find themselves working for a company that negatively affects their mental health report they feel worse than someone who has no job at all. There are many negative effects of a job that could damage our physical health and increased instances of mental illness. Many millennial parents tired themselves out in jobs that brought them little fulfillment. Therefore the millennial generation highly values mental wellness at work and at home. We crave fulfillment and balance that is created by a human-centered workplace. Mental health should be something our employers care about and support with good workplace policies and resources covered in our benefits program.

Every company is different, but people are people no matter where you go. They want to be empowered to do their job well. They also want opportunities to learn new things and still have a personal life. If you’re feeling the disconnect at your workplace, open those lines of communication. You’ll see a difference in how people work and how they feel about the organization.

How Can You Prevent Employee Turnover

NOTICE: Third Party Web Sites
Education Loan Finance by SouthEast Bank is not responsible for and has no control over the subject matter, content, information, or graphics of the websites that have links here. The portal and news features are being provided by an outside source – The bank is not responsible for the content. Please contact us with any concerns or comments.