FINANCIAL WELLNESS
a difference, and it will drive you forward to do more for your employees.
“This isn’t a cookie-cutter program—it’s focusing on what our employees have said they need and what they have asked for,” Reilly says. “We’re seeing a big uptick in participation from employees as we roll out more sessions.” Polaris is also seeing a return on its investment in employees. “Sometimes employers see the price tag of a program and they steer away from it. That’s the wrong mentality,” she says. “We are investing in our employees, and it comes back threefold. When we invest in employees, they feel more confident in their personal lives, and they bring their best selves to work because they recognize our commitment to them. Everybody wins.” Implementing a corporate finan - cial wellness program doesn’t have to be a colossal endeavor. Companies can start with the basics and expand. They can
also use the assets already avail- able to them. For example, Reilly repurposes resources provided by the company’s 401(k) vendor, MMA, and its internal communi- cations team. And even the smallest gestures showed big dividends.
“The employees really appre- ciated the opportunities we provided to them to learn about financial health,” Reilly says. “Once you start seeing the results of your work, you will learn that you are making a difference, and it will drive you forward to do more for your employees.”
POLARIS EMPLOYEES ARE MORE INFORMED THAN EVER THANKS TO THE COMPANY'S FINANCIAL WELLNESS PROGRAM
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