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Those of us here at Access Perks like to think of our little corner of the world as the happiest place on earth.

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Money may not be able to buy happiness, but it can rent it for a little while.

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Money struggles are universal, and even your highest-paid employees are battling financial stress at home.

Here's the thing.

It's impacting performance at work. Financial stress impacts focus, engagement, and ultimately inspires job hopping in search of higher salary.

What an employee does with their money is still their business. But employers can benefit greatly by helping employees manage and stretch their paychecks.

How so?

We've put together an infographic that quickly illustrates the impact of financial wellness benefits (such as employee discount programs) and how they can positively impact your engagement, productivity, loyalty, and ultimately, your bottom line.

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The race to acquire, engage and retain employees is as intense as ever

Unemployment is low. Competition is high. Turnover is expensive.

What makes employees stay? Or leave?

What makes them happy and engaged? Or angry and frustrated?

You can guess. Or you can arm yourself with some data.

For data, you've come to the right place. We're compiling every relevant piece of data regarding what inspires loyalty and causes churn, as well as what makes them satisfied or upset with their employer.

Check the stats out here:

Of course, all of these statistics will also find their way onto our Ultimate Collection of Employee Engagement & Loyalty Statistics.

Stats related to Millennials will also be added to our database of Millennial Employee Engagement & Loyalty Statistics.

Looking for employee benefits and perks stats? We've got those too.

Have data you'd like to see on these pages? Drop us a link in the comments.

This page is brought to you courtesy of Access Perks, our employee discount program built for small- and medium-sized businesses. Click here to check it out and learn more

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It can be argued that employee benefits and perks have never played a more significant role in the workplace.

What was once something companies used to stand out from the crowd have become essential tools of engagement and productivity, not to mention vital to recruitment.

Need proof of just how important benefits and perks are throughout a successful office?

Check the stats below.

We're compiling every relevant piece of public data about benefits - how they impact employee retention and recruitment, how much they cost, which ones people want and which ones are falling flat, and so on.

Subscribe and check back regularly - we're constantly adding new stats to the list.

Need more? These and stats from recent years are all included in our Ultimate Collection of Employee Benefits database. We also maintain a huge collection of employee engagement and loyalty stats, to help you get a complete picture of what's happening in offices across the country.
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Building a workplace that Millennials thrive in doesn't mean getting rid of everything that worked for previous generations.

As you can see from this extensive collection, they're very traditional in some senses - they want good compensation, fair benefits, friends in the office, the chance to grow and develop, and a few corporate perks thrown in to sweeten the deal.

But their unique circumstances and background have led them to approach companies with a different perspective.

For example, being raised in a layoff culture has led them to view loyalty in terms of months, not years. 

Also, their mobile technology-centric lifestyles have made them view the traditional, 9-5, cubicle-dwelling work arrangement as outdated.

To help you decipher and engage this generation for your company's success, we've compiled every relevant piece of data about Millennials in the workplace we can find.

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Taking a new job is strikingly similar to starting a new relationship

There's a lot of hope that this is The One. The sky is blue, hearts are aflutter, stars are in your eyes. This job is just meant to be!

Or even if it isn't true love, at least there's someone who wants you, and you can take solace in that. They're not perfect, but it's a paycheck, and that's comforting.

But then you get past that initial phase of infatuation and see things clearer. The job isn't what you expected it to be. Or maybe you just don't get along with your new coworkers.

Or maybe you do, and infatuation blossoms into a long-term relationship.

Most relationships don't result in 50+ years of marriage. Most new hires don't become long-term engaged employees.

What's the difference between relationships that last and those that don't?

We put together an infographic that takes a deep look at current data around employee turnover, and the specific reasons why some employees stay, and others leave.

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You know what it's like to experience financial issues.

There are cold sweats. Increased anxiety. Short tempers. Feelings of doubt and helplessness.

It doesn't have to be a dire situation where you wonder how you'll pay for the next meal. It can be just a shortage of funds from the holidays, or a looming college education for a kid.

Not having the resources to meet your needs or aspirations affects all that you do, every hour of the day.

For years, employers have contributed to employee financial well-being through compensation and retirement benefits.

Both are obviously important, but many companies are now realizing those aren't enough.

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"Hey, I know you're busy, but can I take a few minutes of your time to ask you some questions?"

Remember that? You'd be walking through the mall, knocking out some shopping and minding your own business, then someone would stop you and ask you to take a survey.

Surprisingly, most of us complied with that. It was usually just a few questions, and people really like it when they feel like their opinion matters.

Employees are the same. They like to be heard and to have a say in where things are going.

75% of employees would stay longer at an organization that listens to and addresses their concerns ( Ultimate Software )

Yet, most of us aren't data scientists. We're not sure how to break down statistical trends or build complex pivot tables.

We really just want to know if our employees are happy, and what they want to see happen with their workplace. That's all.

The good news: surveying employees doesn't have to be complicated. In fact, the simpler it is, the better.

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November and December are real pains for HR pros, but let's face it: they ROCK for the rest of the staff.

  • There are parties!
  • Lots of days off!
  • Crossing the finish line on those annual goals!
  • Overall holiday cheer!
  • Bonuses! Short days! Gifts!

Then January hits.

And it's really cold outside. 

The next day off feels like it's six months away.

There are no parties on the horizon.

No bonuses or gifts.

No finish lines to cross, either. Quite the opposite - January is when most employees are staring at their new annual goals, wondering how in the world they're going to get where they need to go.

And suddenly employees go from the highest of highs to "work sucks" again. 

In terms of importance, January is super valuable. You have to kick the year off strong and get people pointed in the right direction. 

Yet many of them show up on January 2 already worn out and deflated.

You can fix this.

Try these small changes that could have a big impact on employee engagement and productivity in the month-long hangover that is January.

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