“The Grass Isn’t Any Greener On the Other
Side – It’s Just Green Where You Water It”
They say in life that we never stop learning. This is also true for the financial services industry. Employees will seek opportunities elsewhere if they are not provided with opportunities to learn, grow and develop. Gallup reported that 87 percent of Millennials rate professional growth and development opportunities as important in their jobs. And it’s not just a Millennial priority; 69 percent of non-Millennials ranked it the same. A lack of ongoing training for new employees can lead to occupational apathy, poor performance, and turnover.
In a study of what motivates employees, money ranked seventh on the list. The top five motivators were peer motivation, an intrinsic desire to do a good job, feeling recognized and encouraged, having a real impact and growing professionally. Training and development impact all of these factors.
The Chartered Institute of Personnel and Development reported that 60 percent of employees would rather stay with an employer who invests in them and their professional development than work for an employer who pays more but does not invest in their future.
How would you rank your employee training platform? Does it include everyone in your organization, including staff? Does it deliver the material in a meaningful way that fits their lifestyles and their learning preferences?
Financial literacy programs are quickly becoming a valuable employee benefit. In fact, in recent years, many corporate human resource departments have recognized the importance of providing their employees with a financial literacy education in the workplace. An Aon Hewitt study revealed that 93 percent of 250 employers surveyed said they need to do more to help employees’ financial well-being than just providing 401(k) matching.
Today’s employees also require a different kind of financial literacy education — one that provides employees with guidance on how to educate their children and grandchildren on money matters.
Just as conventional company benefits, such as health insurance and 401(k) plan matching, enhance the overall well-being of an employee’s family, companies can provide financial literacy education programs to benefit their employees’ entire families as well.
FSEdNet is delivered in an easy-to-understand format that addresses the consumer directly, with the fundamental basics of financial learning at its core.
Today, more financial services organizations are recognizing that their employees are not getting the critical training and ongoing development that is necessary to help them grow within their roles and careers.
One hallmark of the Millennial generation is that they tend to change jobs more frequently than previous generations. Some people say this is just in their DNA. But we believe that providing adequate training can reduce the high turnover of Millennials with great potential. Retaining valuable employees saves companies time, money and frustration for all parties concerned, and it helps build our future company leadership.
This is why we created FSLEdNet (the Financial Services Staff Educational Network). We provide training and development in a manner that resonates with Millennials. Books and workbooks were Baby Boomer things. The next generations — Gen X, Y and Z — didn’t learn that way in school, so why should we expect them to learn that way now?
FSSEdNet provides a step-by-step curriculum for launching a new role or career. It’s an unmatched resource in understanding financial services ideas, products, techniques and concepts. The time has come to say, “Enough is enough!” The time has come for FSSEdNet.