E N G A G I N G E M P L O Y E E S T O TA K E A C T I O NI M P R O V I N G F I N A N C I A L O U T C O M E S

H E A LT H W E A LT H C A R E E R

T H E S I T U AT I O N

# 1 p r i o r i t yi n n e x t 2 y e a r s

f o r D C s c h e m e s :maximising employee engagement1

Regulatory change Reducing cost

R I S K S O F R E D U C E D R E T I R E M E N T R E A D I N E S S

E M P L O Y E R S

E M P L O Y E E S

L o n g t e r m

3 o f 4 e m p l o y e e w o r r i e s r e l a t e t o f i n a n c i a l i s s u e s 2

I m p a c t o n e m p l o y e e s :

• Limited control of talent pipelines• Potential reputional risk

Employers ranked pensions as the most important

benefit in managing retirement and

workforce planning

• Stress-induced distraction, reducing productivity

S h o r t t e r m

feel less job satisfaction

56%

are lessproductive

at work

44%

take time off

24%

90%

1 Mercer/CBI (2015) A view from the top, CBI/Mercer pensions survey 2015 2 Red C (2015), Mercer UK & Ireland Employee Survey 3 Mercer, Vitality (2015) 2015 Britain’s Healthiest Company 4 Based on median gross annual earnings for full-time employees or £27,600, ONS Annual Survey of Hours and Earnings 2015

o f a n n u a l w a g e b i l lA b s e n t e e i s m a n d

p r e s e n t e e i s m c o s t 3

p e r 1,0 0 0 e m p l o y e e s 4

a n n u a l c o s t

T H E C O S T ?

T R A N S L AT E S T O7.85% £2.16M

S O W H AT I S N ’ T W O R K I N G ?

N e e d f o r :

H O W D O W E I M P R O V E R E S U LT S ?

H E L P P E O P L E C O N V E R T G O O DI N T E N T I O N S I N T O C O N C R E T E A C T I O N S !

E n g a g e m e n t E d u c a t i o n E m p o w e r m e n t

N e w t o o l s f o re n g a g e m e n t

P r o p e r t i m i n g

M a k e i t a s e a s y a s p o s s i b l e t o t a k e a c t i o n

have lessconcentration

at work

61%

P R E S E N T E E I S M A B S E N T E E I S M