#EPISODE 1: Employee Financial Wellness

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• Start a Coaching Culture for Learning and Growth

  Use coaching in daily management. This helps everyone learn and grow. Everyone in the company, from new staff to top bosses, should use coaching.

• Why a Coaching Culture is Good for Companies

  Employees feel important and always get feedback. Coaching creates a positive mindset, more involvement, and keeps employees longer. It helps find talented people and improves their skills.

• How to Bring Coaching into a Company

  Set clear goals for coaching. Get leaders to see its value. Choose a coaching style that fits the company's values.

• Coaching in Everyday Work

  Add coaching to daily conversations and decisions. Encourage growth and make a safe space for employees. Have a feedback culture with rules for good communication.

• Measuring Coaching's Success

  Use surveys to see how behavior changes. Get team feedback for personal stories. Check how work and employee stay rates change.

• Handling Challenges in Coaching Culture

  Make sure coaching fits with the company's culture. Have clear coaching goals linked to business. To deal with change resistance, make slow changes and celebrate small wins.

• Big Changes from a Coaching Culture

  Coaching changes the whole business and prepares strong employees for the future. It helps employees and the company grow together. Coaching supports personal and professional growth, improving the whole company.

Rebecca Ives 

An independent HR consultant. A senior Chartered MCIPD Qualified HR Leader with 15+ years experience. Expert in developing and implementing employee engagement and retention strategies.

• Rebecca’s HR Career Journey and Decision to Freelance

  Rebecca Ives has over 15 years of HR experience in various sectors and organizations, both locally and globally. She transitioned from a traditional HR career path to freelance consulting, motivated by a desire for independence.

• The Importance of Customized HR Practices

  Rebecca emphasizes building HR processes from the ground up, aligning them with the company's unique requirements. She stresses the need for regular check-ins, honest feedback, and a focus on cultural fit over just technical skills.

• Challenges and Opportunities in Freelance HR Consulting

  Freelancing in HR requires adaptability to different organizational cultures and strategies. Rebecca highlights the challenge of managing different expectations and priorities across various clients.

• Employee Experience Should Align with HR Processes

  HR processes should add value to the employee experience and not be seen as separate or extra tasks. Rebecca notes the significance of ensuring that HR practices contribute positively to the workplace environment.

• The Role of Empathy and Understanding in HR Practices

  Drawing parallels between her experiences with her dog and HR, Rebecca underscores the importance of empathy, honesty, and transparency in human resources. She believes in the power of understanding and non-judgmental approaches in HR practices.

Key Advice:

Integrate Employee Financial Wellness into HR Practices

How to Do It:

- Teach About Money: Give classes and info on how to handle money.
- Add Money Help to Benefits: Include things like retirement planning and debt help in benefits.
- Team Up with Money Experts: Work with financial advisors to give good advice.

David Green

Executive Director at Insight222 & myHRfuture.com, serving the companies with Fortune100 firms. He is a people analytics leader, writer, speaker, conference chair, and data-driven HR