The Ultimate Stakeholder Win-Win Proposition

Good brands and stakeholders

Question:

You may choose to answer this on the Facebook pages as I believe it is a vibrant subject.

Very timely and pertinent to the malaise of beleaguered businesses right now. Especially the SME enterprises, and I suspect it is because many HR people do not appreciate the relationship between the business owner and their employees at a Spiritual level – that all beings are seeking the same things in life – meaning, purpose, fulfillment, fair exchange for their contributions and balanced life, in which they get to be who they are born to be. 

Can you summarise the power of the GAME plan as an employee/ employer win-win piece within any organisation that is seeking to make a positive impact (and maybe make money) but where the people in it are aligned – the bosses, leaders, and employees/ volunteers? I want attention to the 4 Ps, the corporate ikigai, the firms of endearment.

Answer:

The key aim of the Game Plan is to create well-being and put in place the wealth to support it.

The old school approach was to either just stick to the money and ignore life (money-centred financial planner) or live the best life for the money you have (life-centred financial planner). That is. Well-being isn’t considered, or you get the best well-being you can afford.

My Review of “Life Centered Financial Planning”, by Mitch Anthony and Paul Armson – Academy of Life Planning

With the Game Plan:

We ask, “what well-being would you like” and then put in place the wealth to support it. Here you find higher levels of well-being than can be achieved from paper asset sales programmes.

McKinsey Global Institute declares that stakeholder capitalism, in which companies carefully manage the trade-offs between their varying stakeholders, is the key to long-term value creation.

Stakeholder capitalism is a recognition that any company is a social organisation that needs engaged workforces, loyal customers, supportive shareholders, and strong brands, all whose claims have to be managed, alongside financial priorities.

Whether your client is a person or corporate or other entity … it doesn’t matter … the question is the same.

What would be the ideal state of well-being, and what do the financials need to look like to support you?

As you know, whether individual or entity, the asset strategy that gets you to well-being quickly with the least amount of downside risk is the “business plan of you.”

We follow the principles of the whole-person paradigm (Ikigai) or the whole-business paradigm (Quadruple bottom line/ 4Qs/ the Firm of Endearment studies). We get accelerated financial growth and a lower risk of failure.

The assets audit of a business and its workers looks like this:

 MindBodyHeartSpirit
Person – TangiblePaper AssetsPhysical Assets  
Intangible ProductiveKnow-howSkill/ Time/ LocationPeople network/ connectionsReputation/ Integrity/ Character
Intangible VitalityMental WellnessPhysical WellnessEmotional WellnessPurpose/ Values
Business-TangiblePaper AssetsPhysical Assets  
Intangible ProductiveIntellectual property/ licenses/ trademarks/ copyrightSoftwareClient or prospect lists, stakeholder lists, etcBrand
Intangible VitalityStakeholder mental well-beingStakeholder physical well-beingStakeholder emotional well-beingCultural alignment of stakeholders
Asset classes corporate and individual.

It’s simple stakeholder economics. There is a cultural misalignment in an organisation; we get a high risk of entropic failure. See Culture Assessment – Barrett Values Centre

One of the universal principles of the Game Plan is “as above so below, as below so above.”

If each stakeholder of an organisation has wellness and well-being and the economic resources to maintain them, then so too does the organisation. And vice versa.

For example, a wellness, well-being, and wealth management programme as part of an employee benefits package will reap the rewards for the business.

If each worker has whole-person well-being and financial security to sustain them, they are more productive, engaged, motivated, present, aligned, and working as a team. All are pulling in the same direction. And the result for the business is higher levels of productivity and customer satisfaction.

As can be seen from the Firms of Endearment studies, the business can double in size every three years relative to average market participants by following this approach. Firms of Endearment | Second Edition

And, according to CB Insights, with a lower risk of failure. Why Startups Fail: Top 12 Reasons l CB Insights

High returns, lower risk. The efficient frontier of possible performance. And delighted stakeholders!

Wellness, well-being, and wealth management employee benefits programmes are absolute no-brainers.

A complete win-win for employers and employees. And, for that matter, all stakeholders!

Employee financial planning apps for well-being at work

http://www.hapnav.com

Financially disorganised employees are the source of low productivity and reduced efficiency in the workplace. It’s a no-brainer that an engaged and stress-free workforce will be more productive and bring more value to the organisation than a team of financially stressed employees. So, what difference can an employee financial planning app make to your workplace?

An employee who is disorganised financially is more prone to absenteeism and performing poorly at essential tasks. However, the onus of learning more about finance lies not just with the employee but also with the employer. As much as every worker must find ways to remain aware of their finances, employers can play a significant role in making sure that their workforce is financially organised. The easiest way to do this is to look at what employee financial planning apps have to offer.

Duty of care.

Firstly, there is a duty of care to consider. An employer is obliged to take the steps necessary to ensure their employees’ health, safety, and well-being. Well-being can be mental, physical, or financial.

What do you need to do to satisfy your duty of care in employee financial well-being matters?

The financial case.

Secondly, there is a financial case to consider.

Money worries can be hugely amplified in the workplace with lost engagement, absenteeism, presenteeism, and stress-induced lousy behaviour.

It’s time for employers to step up and support their workers who may be suffering from financial worries. While employers may not be able to offer bigger wage packets or prevent their employees from getting into debt, providing them with access to mental, physical, and financial well-being assistance programmes can make a real difference in their day-to-day lives.

Your employee cost is the total cost associated with employing an individual. Depending on industry and profession, it can exceed twice their salary. The costs include recruiting, HR, salary, taxes, benefits, incentives, paid leave, training & development, office space, consumables, insurance, and equipment.

According to Monster, the average staff turnover rate in the UK is 15% – though the figure varies between industries.

According to Oxford Economics and Unum research, the average cost of turnover per employee (earning £25,000 a year or more) is £30,614. This figure comprises hiring costs, onboarding, training, and lost productivity, amongst other things.

An average staff turnover rate of 15% costs organisations with 500 employees around £2.3 million every year.

Salary is the top major cause of employee turnover, the given reason in 85% of cases.

What’s more valuable:

  • Providing a 1% pay increase over the competition, or
  • Teaching the person how to make the most out of their salary every month for 0.2% of pay?

The employee financial planning app.

A financial literacy programme may include providing employees with personal confidential financial planning app integrated with their bank accounts.

Your employees may all have different bank accounts, and you might need an end-user financial planning app with an open banking app.

Let me introduce HapNav, the Happiness Navigator! This is the world’s first end-user financial planning app with an open banking app.

The app helps navigate the cash flow valley from one paycheque to the next or plan toward a more secure financial future.

The cost per employee? Just £6.99 per month.

If you provide apps to 500 workers at £6.99 pm each, the total cost is £41,940 per annum.

The cost of providing HapNav @ work as an employee benefit is less than the average employee cost (earning £25,000 a year or more). The cost of 1 FTE. That’s a total of 0.2% of employee costs.

You could offer it as part of a flexible benefits package, or as a voluntary benefits scheme.

If a financial planning app could reduce turnover from 15% to 14.7%, it would be a no-brainer.

In addition, you increase productivity and reduce absenteeism and presenteeism.

You meet your duty of care, increase motivation, and save money!

Please find out more by visiting our website.

HAPNAV | End User Financial Planning App With Open Banking

Generation Cast Out: How To Cope When Forced To Retire

Older workers are being pushed out of jobs and into retirement, reports today’s Telegraph.

https://www.telegraph.co.uk/pensions-retirement/financial-planning/pushed-work-age-mid-lifers-face-ruin-pensions-run-dry/

Bullet points:

  • Forced to spend pensions sooner than planned.
  • Un-employment in over 50s rocketed. Age discrimination is rife.
  • Over half a million silver workers left employment since the pandemic.
  • Two-in-five older unemployed still out of work after a year. Shut out and left behind.
  • Losing confidence in abilities.
  • 30 job applications a week for 18 months – no job offers. Gave up in the end.
  • Only one in five over 55s looking for work are confident of finding it
  • Taxman benefits by £800m.
  • Redundant at 55 could leave workers almost £1m worse-off.
  • During worst cost of living crisis in decades.

What you need in this situation?

Is it financial coaching/ counselling/ therapy? It’s not about how to better organise finances.

Is it financial advice or financial planning? It’s not about getting more out of your savings either.

It’s asset strategies!

You need to identify “productive assets” from what you are good at, love, the world needs, and will pay for. Assets like Know-how, skill, connections, reputation – and turn them into future “tangible income producing assets”.

Creating a business out of a hobby or side-hustle has the potential to not just produce an income, or a passive income. It can also produce a future capital event on exit/ sale to supplement your retirement savings. Income and a future lump sum.

An end-user financial planning app with open banking inside will help you to know your numbers – see www.hapnav.com, £6.99 per month with free 30-day trial.

A DIY course to identify asset strategies – see the Game Plan medley pack, currently 80% off at a one-off-price of £16.51 (offer ends 30 June 2022).

Plus loads of free materials, updates, articles, posts, social media groups.

Don’t let them push you into retirement. Choose meaningful projects instead.

Find your Ikigai! Japanese for “reason for being”. Find work that doesn’t feel like work from which you never wish to retire.

If you want to know more about asset strategies, or even training to be an asset strategist so that you can help others step out of their comfort zone and answer their call to new adventures… visit our website for details.

See www.lifewithoutpensions.com or www.academyoflifeplanning.com.