Get It Together Today: The Guide for a Better Tomorrow

BY Erin Behrens | January 12, 2024

In the midst of planning her wedding, Abby Schneiderman reveled in the resources at her fingertips, transforming the daunting tasks into an exciting journey towards her big day. Websites, guides, and videos gave her all the dos and don’ts and provided ample space for organization and management. But she found herself thinking: what’s next? Where are the resources to guide her through the rest of those big life moments?

She found information for many life stages, from having kids, to home buying, to retirement planning. But in her research, she discovered that these resources end at retirement. Who’s supporting people with what comes next? While not everyone gets married or has children, everyone encounters aging, estate planning, and death. So, why is there a gap in support? One reason may be that most people would rather not think about these later stages, but postponing such considerations can leave a person’s survivors in a difficult spot. Shocked by the lack of coverage, Schneiderman and business partner Adam Seifer co-founded Everplans, the first modern consumer brand in life and legacy planning.

From Day One interviewed Abby Schneiderman, co-founder and co-CEO of Everplans (company photo)

Schneiderman and Seifer recognized that the first step was to publish helpful planning advice and evaluate if there was an audience actively seeking it. “We started writing content. We wrote 500 original articles on everything like ‘How do you write a will?’ to ‘How do you name a power of attorney?’ to ‘What do you wear to a funeral?’” Schneiderman told From Day One. They posted the content as a blog and were inundated with readers. “This told us that not only was there a need for the content and the resources that we were putting out there, but that there was just a huge gap out there that nobody was helping people with,” she said.

Everplans evolved into a digital vault for storing, organizing, and updating all of the important plans and documents to guide the later stages of life–and afterwards. Shortly after launching, Schneiderman experienced a tragedy that changed the trajectory of everything. Her 51-year-old brother was killed in a car accident. He had life insurance, but Schneiderman’s family struggled to access his accounts, get policies and documents in place, and ultimately, make the decisions no one wants to make on behalf of their loved ones. The pain of losing her brother complicated the hardship of making these difficult decisions.

This tragedy led to the realization that in order to be effective, Everplans needed to reach people before they even started thinking about life and legacy planning. All too often people just begin planning when it’s overdue. “That’s my story, but everyone has a story,” Schneiderman said. And a common theme in these stories is disorganization: our stuff is everywhere.

The average person has hundreds of online accounts to keep track of, on top of sticky notes, notebooks, desk drawers, and other means of storing important information. “And when the time does come, family members should not have to go searching around frantically in the middle of a fog having to find important information,” said Schneiderman.

“Our mission is to help people get organized for themselves today, so that they can sleep better at night. In the event that their families need it, they have access to all the important information,” said Schneiderman. Everplans helps people organize, store, and securely share wills, life insurance policies, health care directives, online passwords, and even the small but important things like family recipes. “We cover all aspects of life, whether they be everyday practical pieces of information that you want to make sure don’t get lost, or extremely critical information that family members need to have access to.”

One of Schneiderman’s key goals is making life and legacy planning accessible to everyone, even folks who tend to be put off by legal, healthcare, and technological complexities. Everplans gives people the toolkits to make informed decisions and make these complicated topics less overwhelming. In addition to all of the content on their website, Schneiderman and Seifer co-authored In Case You Get Hit by a Bus: How to Organize Your Life Now for When You’re Not Around Later and started a podcast to give people the resources they need in a bite-sized, colloquial way.

The company’s founders see their platform as a great equalizer. “Everplans is really leveling the playing field for employees who may not have access to financial planners, accountants, or estate attorneys. It’s inherently educating all employees on the benefits of getting organized. The simple interface, easy-to-use platform, resources, and guidance engine will help get you organized for your family,” said Schneiderman. Everplans was available initially in a retail version as well as through financial services organizations. More recently, the platform became available as a benefit for employers to offer their workers.

This inclusive approach not only helps Everplans’ customers, but also appeals to employers interested in offering Everplans as an addition to their total-rewards programs. Schneiderman pointed to the recent development of a management toolkit, which serves as a “resource for employers, specifically leaders in the organization, on how to have conversations with employees during challenging or pivotal moments.” Many well-intentioned managers lack the necessary guidance to support their employees and navigate tough conversations about life-changing events. Companies run the risk of losing employees when support feels inauthentic. The management toolkit provides employers with culturally relevant guidance to authentically support their employees.

The benefits to employers don’t stop there, Schneiderman says. In a study conducted last year with 1,000 full-time U.S. employees, “we found a direct relationship between productivity and organization,” she said. “When my desk is messy, I’m less productive or when my closet is a mess, I’m frustrated. But also, when you don’t know where vital information is, you are more concerned and you’re less productive–there is this real relationship there.”

By getting people organized, Everplans has a direct impact on productivity, the company asserts. People that are more productive or less stressed generally feel a greater sense of control about their lives. “Over time, as more and more people started using Everplans, we realized the site wasn’t about death–it was about life. Because getting organized lets you live to the fullest, knowing you’re prepared for anything, having done your very best for those you love.”

Editor’s note: From Day One thanks our partner, Everplans, for supporting this sponsor spotlight.

Erin Behrens is an associate editor at From Day One.


Retention is the New Recruiting: Strategies to Build and Keep a High-performing Workforce

The hiring environment is on the cusp of change, with rates of decline beginning to slow down, according to monitoring done by Workday. “We might be at a kind of inflection point where hiring starts to stabilize,” said Greg Anderson, Workday’s principal product marketing manager. Anderson spoke at a From Day One webinar titled, “Retention Is the New Recruiting: Strategies to Build and Keep a High Performing Workforce.”Voluntary turnover decreased dramatically in 2023, with employees staying longer in their given roles, says Anderson. “This is driving a lot of value to their position and to the organization. But also resulting in a lot of pent-up demand, particularly from your high performers who are being asked to do more,” he said.Decreased internal mobility means companies and employees “haven’t seen some of the internal growth that they’ve been looking for,” Anderson said. This could lead employees to leave a company for another employer, but it could also be “a really great opportunity for your organization, depending on how you choose to navigate some of these challenges,” he added.“There is a lot of bottled-up employee energy, knowledge and experience in your workforce, and that’s a huge asset,” Anderson said. “This is a real opportunity to take advantage of this window and really invest in talent.”How to Make Retention the New RecruitingGreg Anderson, pictured, led the webinar with colleague Phil Willburn (company photo)The Workday platform allows employers to solve the challenge of quickly finding and matching talent to potential opportunities. Around 70-75% of job openings can be filled with internal talent, Anderson says.Phil Willburn, VP of people analytics at Workday, says tuning up your internal mobility engine is a key to turning retention into the new recruiting. “If you haven’t put any love or attention on this, especially when it comes to using automated tools, and streamlining the match, matching with skills, there’s a lot of opportunities there to make it much easier for your employees to find great opportunities and retain the best employees,” he said.Listening is also crucial, says Willburn. During the pandemic, “we were concerned about our employees’ needs, we were reaching out, we were caring for them, we were trying to see what they need to be productive,” he said. “And then after the pandemic, companies stopped listening as intently.”Employees respond well when employers listen deeply to their needs and take action to improve their on-the-job experience, says Willburn.How Workday Boosted Internal MobilityWorkday employers were looking for growth during the Great Resignation several years ago, but “they did feel like they were stuck a little bit,” Willburn said. Company leaders decided to make it easier to advance within the organization. Still, they had to address some pain points along the way.Some team members felt lost trying to navigate the promotion process and wanted more transparency and the company achieved this by posting every available role on a Workday Talent Marketplace and Career Hub that all employees could access.Some Workday employees “wanted opportunities to stretch themselves and get exposed to new things without necessarily taking a new role internally,” Willburn said. And so, in 2019 the company introduced gigs for workers to learn new skills. This was a massive pipeline for internal mobility because team members were 42% more likely to get a new role if they did a gig first.Workday's efforts to boost internal mobility resulted in a significant increase in the number of employees applying for new roles inside the company. “We’ve seen about 30% of all our roles filled by internal candidates, which is good because we did the research and found that internal hires consistently performed and ramped up faster than external hires,” Willburn said.When employees move up within the company, "that gives them that sense of growth," Willburn said. We saw a 26% increase in overall retention. If we’re making internal moves, we are keeping employees longer.”Editor’s note: From Day One thanks our partner, Workday, for sponsoring this webinar.Mary Pieper is a freelance writer based in Mason City, Iowa.

Mary Pieper | July 12, 2024

High-Performance Culture: Creating a Workplace Where People and Productivity Thrive

Some years ago, when Cameron Cozzens, CRO of the Arbinger Institute, met with a group of leaders at NASA, one of them described the challenges of getting human spaceflight to Mars. “He said, ‘It’s not the science that’s getting in our way. It’s the people stuff,’” Cozzens said during a recent From Day One webinar.  The issues didn’t have anything to do with the ability of the NASA team, which was composed of the best astrophysicists and engineers in the world.“What it really comes down to, and what a lot of leaders don’t get, is it’s not a performance problem, or a no communication problem or a workload problem,” said Lisa Sharapata, chief marketing officer of the Arbinger Institute. “It’s typically a culture problem.” There are many different definitions of workplace culture, but the Arbinger Institute defines it as “how people work together every day,” Sharapata said. So, when we really start to look at how you would fix these problems, how you would make these kinds of changes, we want to change how employees are approaching their work in relation to each other.”Developing Leaders Who Empower OthersThe Arbinger Institute, which provides leadership and professional development solutions that transform business culture for better performance and lasting results, has found that employees in organizations that prioritize leadership development are 4.5 times more satisfied with their culture, says Sharapata.“On the flip side, they’re also experiencing fewer negative effects,” she said. “There’s fewer staff shortages and issues with morale or communication.”Leadership development also prevents turnover, says Cozzens. “People don’t quit their jobs,” he said. “They quit their leader, they quit their boss, they quit their first line supervisor. And conversely, the more mature that employees become in the workforce, the more they understand the importance of finding a place where they feel seen and heard, and where their opinions matter.”Developing self-awareness within the leadership team and fostering a culture of collaboration where people are open and receptive to each other’s ideas “will start to enhance productivity and create less friction and stress,” Sharapata said. “It’s a mindset that’s going to create more of that outwardness rather than inwardness.”The Importance of Team Performance TrainingCameron C. Cozzens of the Arbinger Institute led the webinar (company photo)Employees who are encouraged to participate in team performance training are twice as likely than others to work for companies that saw a significant revenue increase over the past year and three times more likely to describe their company as highly adaptable in times of change, says Cozzens.Bridging the performance perception gap is a key component of team performance training. The Arbinger Institute’s research shows a gap between how employees see their own performance and behaviors and how they would rank the performance and behaviors of those on their teams.“Everybody is waking up in the morning, thinking that the problem in their organization is not with them,” he said. “The challenge is how do you invite change in these people?”“Really being aware of others’ goals, objectives, challenges, what they're trying to accomplish every day starts to impact the ultimate objectives of the organization and what you're working towards,” she said.Fostering a Culture of InclusionAn inclusive culture with a strong sense of psychological safety sparks collaboration and creativity, says Cozzens. According to the Arbinger Institute's research, 97% of employees encouraged to participate in inclusion training feel more comfortable taking on new challenges.However, when inclusion training is “calling people out, focusing on their behavior and how they should modify their behavior and telling people what to do, or having them memorize definitions of things, it’s highly ineffective.”Instead, it should be about “inviting people to participate in dialogue and getting to these authentic, real, vulnerable stories where you can really start to unpack what you're bringing to the table and understand the person next to you.”Editor's note: From Day One thanks our partner, the Arbinger Institute, for sponsoring this webinar.Mary Pieper is a freelance writer based in Mason City, Iowa.

Mary Pieper | July 10, 2024

Boosting Financial Wellness by Helping Employees Meet Their Everyday Needs

An auto repair, sick schoolkid, sudden medical or vet bill, or a home maintenance headache can wreak havoc on many employees’ budgets and stress levels. It’s not that working adults can’t manage the money they earn, but sometimes they can’t access it fast enough. When surprise expenses strike, workers on tight budgets often pay high fees to banks, credit card companies, or “payday” lenders to access quick cash for ordinary emergencies.Employers have become increasingly cognizant of workers’ financial vulnerabilities, especially as inflation has hiked prices on necessities such as gas, food, rent, and utilities. Some research indicates that as many as 72% of employees don’t have $500 in savings, says Steve Davis, national sales manager at Global Payments.But when employers offer their teams a workplace payroll benefit known as earned wage access, employees can tap up to 50% of current net earnings ahead of payday without incurring high fees, raising debt levels, or harming credit scores to address emergency expenses. Global Payments has offered employers technology and training so they may extend earned wage access as an opt-in benefit for three years.Davis spoke during a From Day One webinar and offered insights on how employer-offered earned wage access can benefit both employees and workplaces. “Waiting two weeks or more for a paycheck can cause quite a bit of financial strain,” he said. “We’re all living in an on-demand world. So why don’t we have pay on demand as well? That’s our question.”While some employees may never tap into earned wage access, its presence can offer them peace of mind against financial precarity. According to Davis, in one workplace study 60% of employees shared that financial decision-making impacts their mental health. And employers that offer benefits to reduce financial strain can help employers hire faster.“We’ve seen about twice the number of applications come in for jobs at employers that offer this type of benefit. So, it helps that employer hire faster,” Davis said. “Most employees taking advantage of the benefit are staying about 22 or more days longer. And there’s about a 49% to 50% increase in retention for individuals using it. It can create a sense of loyalty to employers (when) employees perceive that their workplace is one that genuinely cares.”Employers offering earned wage access can typically roll out the benefit in 45 to 90 days, depending on the size of their enterprise and their priorities. Global Payments’ system integrates with timekeeping, payroll, or HCM (human capital management) systems, and earned wage access technology integrates with those systems. Employees need only provide their email address and contact information to activate access to pre-payday wages.Steve Davis of Global Payments was interviewed by journalist Jane Hodges during the From Day One webinar about "Boosting Financial Wellness by Helping Employees Meet Their Everyday Needs" (photo by From Day One)About 75% of the employers using Global Payments’ earned wage access benefit extend it specifically to their hourly workers, who are often employed in fast food or retail jobs, but increasingly also manufacturing or healthcare, as well. It’s less common, but possible, to offer it to salaried workers. Davis notes that employees working in hourly roles at companies can get paid instantly for “gig economy” shifts (such as driving and delivery services), so employers offering faster pay access for hourly work can compete better against gig jobs.To use earned wage access, employees can use an app to check what funds they have earned during the current pay period and how much they are eligible to withdraw — with funds transmitted via their employer-issued payment card (a card used by many unbanked hourly workers), ACH, or direct to a particular credit card or payee. The 50% limit on net earnings is designed on industry recommended maximums, and employers can elect to reduce the amount available — or how many times employees can use the benefit in a given year. In most cases, Davis notes, it will take an employer about six months to understand its workforce’s use patterns with the product.“It’s totally free to the employer, and there’s such a demand from the employee base. And there’s competition for great employees: You’re competing with the gig economy,” Davis said. “I think probably in the next 24 months, most of your mid-market to enterprise organizations will have implemented (some form of) earned wage access offering.”Editor’s note: From Day One thanks our partner, Global Payments, for sponsoring this webinar.Jane Hodges is an independent journalist based in Seattle, Washington. Her work has appeared in The Wall Street Journal, New York Times, and The Seattle Times.

Jane Hodges | July 10, 2024