GoDo

As we round out the summer, we wanted to give a special shout out to a few folks who have been an incredible help over the last few months. HUGE thank you to our amazing interns, Andrew Kurowski and Paige Finney, for all their hard work! ?? Andrew is a rising junior majoring in Finance at Notre Dame who has been helping GoDo with regulatory and compliance projects. Andrew spent the summer creating a process for GoDo to maintain compliance in the ever-evolving EWA landscape with a state-by-state breakdown of what's needed. He's also been instrumental in compiling monthly bank reports as well as helping with product testing, creating marketing content, and digging into business data to provide valuable insights on user behavior. ?? Paige is a rising freshman at Pace University who spent part of her time with TechNexus Venture Collaborative and the other part with GoDo. Paige already has a strong background in marketing but was eager to learn about early, growth-stage startups. From day one, Paige jumped right in and put together a marketing proposal to launch a series of Welcome emails from scratch. She was also the mastermind behind our initiative to refresh the GoDo website (soon to come!) by creating a detailed project plan, designing graphics, and writing web copy. We truly appreciate all your work and we wish you both the best in your career journey! ??

We're at #TotalRewards24 and ready to chat with you about all the ways that GoDo can benefit your workforce, reduce turnover, and improve employee retention. Come stop by and say hi! #EarnedWageAccess #FinancialWellness #PaydayPerils #Startups

Understanding and adapting to the needs of different generations is crucial for promoting a culture of engagement and productivity. In fact, in a recent study by Gallup, actively disengaged employees account for approximately $1.9 trillion in lost productivity nationally. Among the latest cohorts to enter the workforce, Gen Z and younger millennials demand new approaches to employee engagement. Here are a few strategies tailored to empower and engage younger employees in the workplace: ?? Have Meaningful Conversations: Gallup states that a manager having one meaningful conversation per week with each team member develops high-performance relationships more than any other leadership activity. These conversations prevent employees from feeling disconnected from the organization because managers stay in touch with what each employee contributes and can then explain how that work affects the larger organization. ?? Embrace Flexibility: By providing a range of flexible options, employers demonstrate a commitment to supporting the diverse lifestyles and financial aspirations of their workforce. This approach helps foster a culture of trust and mutual respect within the organization. Some offerings could include remote/hybrid work arrangements, flexible scheduling, health & wellness support, and financial programs, like on-demand pay or tuition reimbursement. ?? Invest in Learning and Development: Gen Z values opportunities for continuous learning and skill development. Gallup found that roughly 35% of U.S. employees strongly agree that they lack someone at work who encourages their development. Generally, younger employees want to feel like someone they work with cares about their career development. By providing access to training programs, workshops, and mentorship opportunities employers can show they are invested in expanding their skills and knowledge. ?? Champion Diversity and Inclusion: Cultivate a culture of diversity, equity, and inclusion that celebrates differences and fosters a sense of belonging. Creating environments where younger employees feel valued and respected for their unique perspectives will only strengthen engagement and drive success. Interested in learning more about workplace trends and ways to further drive engagement at your company? Give us a follow! ?? https://bit.ly/4c5URj5 #EmployeeEngagement #GenZWorkforce #LeadershipDevelopment #FutureOfWork #EmployeeRetention #EWA