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The Solution to Millennial Employment Turnover

August 1, 2018

The Millennial Generation or those born from 1981 – 1996i seem to be the biggest target for social commentary. Millennials have been blamed for the decrease in napkin sales, the increase in renting versus buying, and have numerous stereotypes like the generation without social skills. If it isn’t clear, Millennials have certainly become the generation every other group loves to hate.

 

If the lack of social skills weren’t enough, here is another reason people are finding it hard to approve of the millennial generation – the lack of loyalty to employers. Currently, 60% of millennials are open to a different job.i The loyalty that previous generations had to their employer is lost among the Millennial Generation. There doesn’t seem to be any lost and found box where companies can go to find that lost loyalty, either. Could it be the lack of raises or is it something missing from your human resource offerings?

 

The average college graduate leaves school with $37,172 in student loan debtii. That college debt is more than any previous generation. When your workers are carrying more debt, they are more conscious of what they are getting paid. Student loan debt can be like a fire for some borrowers, as they need to eliminate the debt as soon as possible before incurring additional damage.

 

Allow us to put this employee need in perspective for you. Three in five young workers say a higher priority for them is paying off their student loans, not retirementiii. What a compelling insight into what young workers are focused on. This provides a perfect illustration of why your traditional Human Resource benefits like a 401K may no longer be enough to keep a young workforce motivated.

 

Before we continue, let’s clear something up, the problem of student loan debt doesn’t only affect younger workers. Though younger Millennial workers are highly affected, one in five adults, ages 30 to 44, have student loan debt according to PEW researchiv. So what can you do as an employer to address the concern of student loan debt and keep your employee motivated?

 

We would recommend adding student loan education and assistance to your suite of HR benefits. It’s a no-brainer to add an HR benefit that doesn’t cost your company anything. Yes, you, as an employer would pay nothing to offer this to your employees. Education Loan Finance offers a program where a link can be placed directly into your HR portal. It’s almost effortless to partner with a company and offer this benefit!

 

Want to blow your employees out of the water? Consider offering to contribute to your employee’s loans. You’ll never have problems with employees leaving, at least while they have student loan debt anyways. There are multiple different methods available to offer student loan contribution to your employees. You could offer a type of sign on bonus payment to be applied directly to the principal of the loan. These types of bonuses are great for the holiday season, sign-on bonuses, or reward for a job well-done. A second popular method of contribution is a monthly payment. Below is a chart we’ve put together to illustrate how employer contributions can have a huge impact on student loan debt. Take a look for yourself and see how an employee with student loan debt could be easily motivated based on this simple and free HR benefit.

 

Total Employee
Loan Debt
Loan Lifetime Interest Rate Annual Employer Bonus Total Employee Savings
$37,000 10 years 6% $1,000 $10,269
$200,000 7 years 6% $1,000 $5,843
$200,000 10 years 6% $1,000 $11,102

 

If you aren’t sure if student loan repayment assistance is right for your company that’s okay, but keep that in mind any time you receive a two-week notice from an employee. There are multiple plans available to help your employees navigate their way through student loan debt repayment.

Common offerings an employee can gain by working with a company may include employer contributions, student loan refinancing, and educational tools. So how does an employer add this to their employee offerings? It’s simple, by partnering with student loan refinance companies like Education Loan Refinance; you have the opportunity to make student loan debt assistance benefits a reality for your employees. Now, there is no guarantee that offering benefits to employees will keep them from leaving. Aside from benefits, there are billions of reasons people leave jobs. For younger generations like the always loved Millennials taking on more and more debt each year, this is a MUST. To be considered groundbreaking and modern, your company will need to be offering student debt assistance.

 

Learn How ELFI for Business Can Help You 


i   http://www.elfi.com/elfiforbusiness/
ii  http://news.gallup.com/businessjournal/191459/millennials-job-hopping-generation.aspx
iii  https://www.creditdonkey.com/average-student-loan-payment.html
iv  https://d9jmqzwnxk1s1.cloudfront.net/wp-content/uploads/2018/08/14141823/asa_young_worker_and_student_debt_survey_report-1.pdf 
v http://www.pewresearch.org/fact-tank/2017/08/24/5-facts-about-student-loans/

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2019-04-22
Pay Down Student Loan Debt or Invest In a Traditional 401(k)?

Student loan debt in the United States has amounted to $1.5 trillion according to the Federal Reserve. This large student loan debt burden has affected many young people who are looking to start families and create a life for themselves. Despite this tough obstacle, many young people still have excess savings and need to determine what to do with these savings. Should they take their savings and invest in a traditional 401(k) or use that savings to pay down their student loan debt? We’re going to share different situations all spanning 10 years that involve paying down student loan debt and investing in a traditional 401(k) plan.     Let’s say you have a taxable income of $150,000 and file taxes jointly with a spouse. Under the new 2018 tax brackets, your effective federal tax rate is 16.59%.  Let’s also assume you have $70,000 of student loan debt with 10 years left at a 7% interest rate. Your monthly student loan payment would be about $812.76 assuming you’re making the same payment amount every month.  What should you do? Pay down the student loan or invest in a traditional 401(k) account?    

Income: $150,000

Effective Tax Rate: 16.59%

Student Loan Debt: $70,000

Monthly Payment: $812.76

Term: 10 years

Interest Rate: 7%

 

Scenario 1 - Paying Down Debt Student Loans Then Investing

Let’s start off by taking a look at how you can pay this debt down faster. Did you know that if you pay an extra $100 a month in addition to your regular student loan monthly payment, you’ll save $4,464.13 in interest paid? Not only will you save money by paying extra every month, but you’ll cut down the overall repayment period by a year and a half. Yes, you’ll be debt-free a year and a half earlier than you thought!   $812.76 + $100 = $912.76 Monthly Payment   After being debt free sooner than expected, you may decide to start investing in your 401(k). If you put all of the money you were paying from your student loan into your 401(k), you’d contribute $1,094.31 monthly.   You may be wondering how you can contribute more money towards your 401(k) than your student loan payment. The answer lies in taxes.   Student loan payments are made with post-tax income. 401(k) contributions are made with pre-tax income. Since a traditional 401(k) account uses pre-tax income, you are able to contribute more towards your 401(k) than you would have your student loan debt with the same income. Though you don’t pay taxes on 401(k) contributions, ordinary income tax will be applied on 401(k) distributions.   $912.76 / (1-16.59%) = $1.094.31 Monthly Contribution   After a year and half of contributing $1,094.31 per month, compounded monthly, at an assumed 7% rate of return, you would have $20,826.09. The investment amount of $20,826.09 combined with the student loan interest savings of $4,464.13 would give you a total 10-year net value of $25,290.23.  

Scenario 2 - Investing While Paying Down Student Loan Debt

  If you have a higher priority of saving for retirement than paying off your student loan debt, you may want a different option. Let’s see what would happen if you decided to put that extra $100 a month into a tax-deferred 401(k) account. The $100 would be contributed to your 401(k) account instead of your student loan debt balance, but you would continue to make monthly student loan debt payments. Due to the pre-tax nature of a 401(k), your contribution of $100 post-tax would become $119.89 pre-tax.   $100 / (1-16.59%) = $119.89 Monthly Contribution   With an assumed 7% rate of return, compounded monthly, on your 401(k), you will have approximately $20,872.19 in your 401(k) after 10 years.  

Scenario 3 - Employer Contributions 401(k)

  Some employers will match your 401(k) contributions up to a certain percentage of your income. This could be a real game-changer. Turning down your employer’s 401(k) match is like throwing away free money. If you have student loan debt, but your employer offers a match, consider contributing to receive the maximum employer match. If you contribute $119.89 a month with an employer match while making your normal student loan payments, your money can really grow.  If your employer matches the 401(k) contribution dollar for dollar, you will double your investment of $20,872.19 from Scenario 2 to $41,744.37 in your 401(k) account after 10 years.   Contributions to a traditional 401(k) are made prior to your income being taxed. The withdrawals on a traditional 401(k) are taxed. The tax rate that is applied to your withdrawals depends on your tax bracket in retirement.  As the average person’s career develops, they typically continue to increase their salary and move into a higher tax bracket. Upon retirement, they will see a decrease in income and move to a lower tax bracket. This means your 401(k) withdrawals could be taxed in a lower tax bracket if done while in retirement, instead of in your working years. Note that this will only be the case if your retirement income is less than your working income.    

Scenario 1 – Paying Down Then Investing

Scenario 2 – Investing While Paying Down Debt

Scenario 3 – Employer Contribution 401k

  As you can see from the chart above, investing while paying down student loan debt or paying down debt than investing produces almost the same total net value. One debt pays down and investment strategy might perform better than the other depending on the return in the 401(k) account. It’s important to keep in mind that the returns on a 401(k) account are never guaranteed   The real deciding factor on whether to invest or pay down your student loan debt will be if an employer offers a 401(k) match. Matching contributions from your employer will make investing significantly more attractive than paying down debt. If an employer match to your 401(k) is available, it’s wise to take advantage of it.   Your comfort level with your student loan debt can be a large factor in your decision to invest in a traditional 401(k) account or to pay down debt. Knowing whether you are more interested in being debt free or being prepared for retirement can help you make a decision. Let’s look at how student loan refinancing can help you amplify your student loan debt pay down and investment strategy.   In Scenarios 1, 2, and 3, the big question was whether you should use the additional $100 a month to pay down student loan debt or invest in a 401(k). What if you wanted to spend that $100 a month instead? Is it possible to find a way to save on student loan debt while spending that extra $100 a month? You’re in luck! This can be done with student loan refinancing.  

Scenario 4 - Refinancing Student Loan Debt

By refinancing your student loan debt, you should be able to decrease the high-interest rate of your student loan. In addition, you should be able to save money over the life of the loan and in some cases monthly.   The total interest you would have to pay on your student loans of $70,000 at 7% interest over 10 years is $27,531.12. If you qualify to refinance your student loan debt to a 5% interest rate, the total interest you would pay is $19,095.03. This would mean that refinancing your student loans would be saving you $8,436.09 in interest over the life of the loan or $70.30 a month.  When comparing your new 5% interest rate to your previous interest rate of 7%, not only would you be saving over the life of the loan, but reducing your monthly payment!   $8,436.09 / 120 = $70.30 Monthly Interest Savings  

Learn More About Student Loan Refinancing

   

Scenario 5 - Refinancing and Paying Down Debt Then Investing

  Now, what happens if you refinance your student loan debt, pay down the debt, and then start investing? Refinancing your student loan debt will cut your interest rate, saving you $70.30 a month, making your monthly student loan payment now $742.46 instead of $812.76 per month. By taking the additional $100 a month and the $70.30 in student loan savings from refinancing and applying them to your monthly student loan payment, you will be debt free two years and three months sooner than expected. Two years and three months are earlier compared to the one and a half years from Scenario 1. Just a reminder, in Scenario 1, there an additional $100 a month put towards your student loan debt. With refinancing and making the same monthly payment as Scenario 1, you will save $13,017.87 in interest over your original loan.   $742.46 + $70.30 + $100 = $912.76 Monthly Payment   Now that you’re debt free, you can use the money that would have been used for your student loan payment to contribute to your 401(k). Since 401(k) contributions are done with pre-tax income, you will be able to contribute a pre-tax amount of $912.76, which is $1094.31.   $912.76 / (1-16.59%) = $1.094.31 Monthly Contribution   After two years and three months of contributing $1,094.31 per month, compounded monthly, at an assumed 7% rate of return, you would have $32,085.89. The investment amount of $32,085.09 combined with the student loan interest savings of $13,017.87 would give you a total 10-year net value of $45,103.76.  

Scenario 6 - Refinancing and Investing While Paying Down Debt

  Now let’s try refinancing while you simultaneously pay down debt and invest. In this scenario, you will cut down the interest rate on your student loan debt from 7% to 5% by refinancing. You’ll be contributing the pre-tax amount of the extra $100 a month and $70.30 a month in interest savings towards your 401(k). You will end up contributing a total of $204.17 a month to your 401(k) account.   ($100 + $70.30) / (1-16.59%) = $204.17 Monthly Contribution   With an assumed 7% rate of return, compounded monthly, you will have approximately $35,544.87 in your 401(k) after 10 years. Combined with the interest savings of $8,436.09, you will have a total net value of $43,980.96.       Scenario 1 – Paying Down Then Investing Scenario 2 – Investing While Paying Down Debt Scenario 4 – Refinancing Student Loan Debt Scenario 5 – Refinancing and Paying Down Debt Then Investing Scenario 6 – Refinancing and Investing While Paying Down Debt   As you can see from the chart above, just from refinancing your student loan debt, you can save money and increase your total net value. If you take it one step further and supplement your debt pay down and investment strategy with student loan refinancing, you would approximately double your total net value! By taking advantage of student loan refinancing, you will be able to supercharge your debt pay down and investment strategy. For those who are just trying to save money on student loans or have more money to invest in their 401(k), student loan refinancing is the way to go.  

Check Out Our Guide to Student Loan Refinancing

  NOTICE: Education Loan Finance by SouthEast Bank is not authorized to provide tax advice or financial advice. If you need tax advice or financial advice contacts a professional. All statements regarding 401(k) contributions assume that you have a 401(k) plan and that you are able to contribute those amounts without contributing more than the current federal law limits. 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.  
2019-04-08
What Employees Want HR To Know

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.
2019-04-04
How To Find The Best College For You

Picking the right college for you is quite a task. There are so many to choose from! Plus, with the birth of digital experiences, vlogs, and just plain slick marketing materials, it can be a challenge to determine what matters when making such a big decision. It’s important throughout the college search process to remember the main goal which is getting an education. It can be easy to become distracted by the brand new apartments on campus and the conveniences that the college offers. Yes, it’s important to be comfortable while attending school, but it’s not worth losing out on education. How do you find the right college for you? Here are some things that you should take into consideration. Not every aspect will matter to you, but it’s nice to think about big-picture options.  

Major Malfunctions

The major that you’re interested in studying and how the college meets the major’s needs could be a huge deciding factor. For example, does the college have a good reputation, appropriate resources, and a notable department? Really take into consideration what the school’s reputation for the program.  Is your major available and are there classes that will challenge and engage you? Is the reputation of the college’s program going to further your career upon graduating?   Most people know their preferred major or industry before starting, but it’s common for college students to change majors. Does the school have a few appealing options for you? Get in touch with an advisor or the head of the department of your choice and see how you can find out more. You are attending college to further your education and get a career, so if that program isn’t available that could be deal-breaker.  

Location, Location, Location

Have you always wanted to live on the east coast, dreaming of the mountains, or would you prefer to stay closer to home? Being close by to your family and paying lower in-state tuition could be great options for you. A school in the city could be a better option since you’ll have the ability to take in everything that urban life has to offer. From expansive green grounds to bustling urban towers, there are so many different types of locations you could pick. Don’t rule anything out too soon. You might be surprised how friendly a university in the city can be, or how lively you’ll find a more rural campus.     When selecting a school it’s important that you consider the distance from your home. Many people often times will want to be available to go home on some weekends or for big events. What the cost is to go home? Can you take public transportation, can you have a car on campus your first year, can a friend or parent pick you up, if needed? A primary consideration for location is the cost. In-state-schools provide a much lower cost to attend than an out-of-state school. If you know you’ll need to borrow student loans for college it may be best to stay with an in-state-school. Paying to attend an out-of-state school will mean more money you’ll have to borrow and eventually pay back. Your decision on school location should be influenced by your comfortability level with being away from home and the cost associated with the location.  

Tally Total Cost

Cost is a huge factor in selecting a college.  Fees aren’t only limited to tuition but can be dependent on the school. One school may have lower tuition, but fees like room and board, off-campus housing, meal plans, or transportation. We touched on this previously but, if you opt for a school that’s farther from home, how much will you spend coming home to visit? If you really want to go far away from home you may need to factor in the cost of airfare to visit home. Plus, look into fees like a parking permit and departmental fees. It’s worth doing a little math to see what the total cost is before you get your heart set on one or another.  

Finding Financial Aid

If you can qualify for financial aid and are being provided with financial aid from a college that should heavily impact your decision. Can you get more aid at one school vs. another? Are there more scholarship options available through one college over another? Does staying in-state offer enough benefits that you don’t want to leave? There’s nothing wrong with picking a school because it will offer you the most aid. Aid is especially important if you are borrowing money to attend college. Even if the school doesn’t check all of your other boxes for wants, the cost savings could help make it a front-runner. Make sure you check into scholarships and applications for aid before you make your decision.  

What You Need to Know About Scholarships for College

 

Culture Shock

Schools usually have a discernible culture that students or faculty can feel and describe. For instance, a school with a robust exchange student program might be more inclusive and have a culture that appreciates diverse perspectives. Another school might be steeped in tradition and fit better for someone with traditional values. Schools with bigger arts programs or specialties in STEM could have a culture all their own. You really can’t get a good depiction of the culture from marketing materials. Understanding a school’s culture is the kind of thing you can ask while visiting or inquire about online in places like forums or Reddit.  

Sweet Student Life

You will be spending a lot of time on campus. Even if you are non-traditional or live off campus. You should take advantage of entertainment, attending special activities, and participating in one or more organizations. Maybe you want a certain Greek life experience—check into it! Ask around and see what the reputation of campus life is like. Look at upcoming events and see what types of organizations you can join. It can be difficult the first year to make friends and get connected into a social group. Well-supported campus life can make this big task a breeze and set you up for some awesome lifelong friendships and memorable experiences.  

All About Amenities

Relatively little things can make a big difference—especially if you’re between a few schools or have close contenders. Think about recreation and facilities on campus, what their sports, athletics programs or teams are like. Does the school have a special connection to a family member or your culture? Small things like cafes that better serve your dietary needs or campus dining options that stand above the rest can weigh into your decision. Your decision should not be based solely on these relatively small things, but if you’re on the fence of two universities it could be what gives you the push needed.   It’s important to understand how you’ll be financing college before you start looking at the school. If you plan on financing college by taking out student loans, they can impact your future. Once you understand your finances, you’ll be able to prioritize what is most important to you and start there. Remember too that schools usually have lots of opportunities for you to visit and learn more. There are entire departments of people whose job it is to acquaint you with the campus and community. Don’t be afraid to reach out and ask questions. Go in person and get a feel for the school if you can. Don’t forget to connect with potential faculty for your preferred major. You’ll probably learn a lot about what life would be like as a student, which will help make your decision much easier.   Happy school hunting!

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