![]() ![]() I didn’t even know who YNAB was but, I read the job description and I had to learn more.’” Onboarding in a remote worldĪs seasoned telecommuters, YNAB has many creative ways to give new teammates a warm welcome. ![]() Often we’ll hear, ‘I was not looking for a job. “We’ve gotten more and more comments about the job description and how it really helped people to get a feel for what it would be like to work here and how that attracted them. Across Great Place to Work survey statements that measure camaraderie, 99% of YNAB employees were having a positive experience. The resulting camaraderie and community is reflected in their employee survey scores. The strategy has been working. YNAB attracts quality candidates who resonate strongly with the company culture before they even get in the door, Gurr said. We paint a picture of a typical day at work for the role and what success would look like.” We describe in-depth the work that they’d do. In the job description we introduce the people they’d work with. “We try to show them what life is like at YNAB and give a behind the scenes look into the real-life experience. This unconventional approach is part of how YNAB attracts the right candidates. YNAB job descriptions are about three to four times longer than most job listings. People who give and share credit easily who are great at admitting their own mistakes.” People who are open to feedback and other ideas and don’t take critique personally. “This describes confident people who are true experts in their craft, but still very humble in their interactions. This is one of the company’s core values and sets the tone for what kind of people will thrive at the company. The phrase “humbly confident” introduces every job ad on YNAB’s careers page. If done right, it can really have a big impact on your team,” Gurr said. “Having a good 401k and other financial wellness plans is part of the story of how you value your employees. Having a good financial wellness plan also sends a clear message to employees about how a company values not just their current situation, but their long-term well-being. According to a study by Prudential, in 2017, the percentage of employers offering financial wellness programs rose to 83 percent, up from 20 percent in 2015. Growing awareness of how financial health can help employees has led to a rise in money-management benefits. “Because as your team members gain control of their money and improve their financial situation, they miss fewer days at work, they produce more while they’re at work, they smile more, they don’t jump to work for your competitor for a dollar more an hour. “Whether you’re a fintech company or not, I think financial wellness should be in every company’s culture,” Gurr said. Financial wellness perksįinancial fitness is integral to YNAB’s overall employee wellness, and not just because the company is in the budgeting business. We interviewed Gurr to find out how YNAB successfully creates a culture that translates to high employee satisfaction marks. To compile this list, Great Place to Work data scientists and culture experts collected and analyzed confidential survey feedback representing 189,000 employees working in small- and medium-sized businesses in the U.S. This survey measures levels of trust, camaraderie, collaboration, leadership effectiveness, innovation, organizational purpose, and many other apsects of company culture. You Need A Budget (YNAB) knows a thing or two about financial wellness and remote work. Nothing is hidden in the fine print from employees at this year’s number-one best small workplace. Their transparent and open leadership is giving them the competitive advantage to thrive among the large multinationals. These companies are also doing an exceptional job of managing effective remote teams during a pandemic. Many plans are harder to understand than a William Faulkner novel.Īmong the 2020 Best Small and Medium Workplaces, though, wellness perks include considerations of employees’ financial health. Employees often struggle to navigate a convoluted landscape. One of the biggest barriers to financial security is financial literacy. ![]() Financially stressed workers miss more work and incur higher healthcare costs than their peers. This is troubling for the financial of future of Americans, and it should be a concern for companies, too. workforce have a 401k plan, and as little as 14% of U.S. ![]()
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