There is a mountain of data on this site and others that demonstrates, beyond any doubt, that financial progress and stability are more difficult to access than they have ever been. (If you’d ever like more information on this topic, email

All of this points to an inescapable fact: if employers do not innovate their compensation systems, their workforce will collapse.

So…what do you do?

An amazing study by the Aspen Institute provides some actionable steps that can make meaningful progress accessible to more people.  Here are a few:

  • Design benefits to consistently support positive cash flow. The first challenge here for most employers is, “How do I know if my people have positive cash flow?”  You have to ask and measure.  Start thinking of your employee outcomes as KPIs (Key Performance Indicators) for your business and start studying them with the same commitment you investigate other profit drivers.
  • Design benefits that boost access and uptake. Create automatic enrollment, build development benefits into “on-the-clock” experiences, keep benefits affordable, and offer them to as many people as possible.
  • Help workers save for financial shocks. Part of keeping people employed means giving them the basic tools to survive unexpected setbacks.  Providing capital solutions keeps workers engaged and makes them feel more secure—which makes it easier to focus on work and stay with their employer when unexpected expenses arise.

Doing these three things will help your people—no matter where they are on the financial spectrum—be better employees and happier, healthier people.

Here’s the scary part: if you, as an employer, do not do these things, your people cannot get them anywhere else.

Let’s do this.  Together.