Financial Education

Case Study 3 - Central Lonndon New Media Company

When first we met the Company they had had a normal relationship with a Financial Adviser who had implemented the Corporate Benefits programme, liaised entirely and solely with the Financial director, had never spoken to employees, preferring to send emails and had visited the company just once per year.

Consequently the level of interest in the benefits as a whole was low, there was a low level of understanding of the actual benefits and therefore the money spent on them was not having the impact originally planned.

Phase 1 – Situation
The company is a New Media Company, employing 40 staff, in Central London.

The age range is roughly:
20 to 30 – 30%
30 to 40 – 30%
40 to 50 – 30%
50 up – 10%


Phase 2 – Our Involvement

When we were first engaged we started by conducting a seminar at which we explained the benefits programme in detail, along with PowerPoint slides and a presentation designed to help the individuals make the connection between dealing with their money in a non-dull, non-jargon and friendly fashion.

We promised that there would be a follow up on a regular basis, at which the initial reaction obvious in the eyes of the audience was “we’ll believe that when we see it!”

Since then we have visited the company on a monthly basis, as well as ad hoc visits when a suitable occasion has arisen.

All meetings are arranged through the HR manager, who organises the initial timings for the individual staff members. The meetings (which usually last between 30 and 40 minutes) take place in a private office in the client’s building and at times which suit the employer and staff member (often in the lunch break)

As the relationships develop, the face to face interaction with the individuals is followed up by phone calls, emails, and further face to face meetings either in their office or at ours depending on the nature of the meeting and the need for specialists. These are often held with the individual’s husband, wife or partner’s involvement. Planning is relevant to both of them and encapsulates not just Employee Benefits, but also wider subject areas.

Individuals are interested in a range of areas, but most often the following:

  • An explanation of what the Employee Benefits actually do, and cover.
  • A review of the funds chosen within the Group Pension Scheme. This is carried out on a 6 monthly basis.
  • Reviews of other investments like share schemes, ISA’s, bonds etc.
  • Advice on existing insurances.
  • Wills.

Another main area of interest has been mortgages. Many of the employees live in rented accommodation, but are keen to buy property. As a result we have held a number of short seminars on that very subject, covering the whole process of buying a property, with topics such as first time buying, remortgaging, maximum mortgage borrowing, estimated monthly payments, etc. Essentially we have aimed to de-mystify the whole process and engender confidence.

Results

  • We are perceived as a trusted resource by the Employer
  • So too by the whole employee population
  • Each employee understands and appreciates the value of the Employee Benefits
  • They feel “loved and wanted”
  • Their own personal needs have been discussed and help has been given.
  • They know that the resource is available on an on-going basis.
  • Family members have also benefitted from the advice.
  • The employer has gained from the additional engagement of their staff,
  • Fewer hours spent surfing for the best mortgage rates or credit card rates results in increased productivity.
  • Positive Return on Investment.