When you think of employee “wellbeing,” what comes to mind? Many employers associate the word with physical health, i.e. how many sick days their employees take, how much they have to pay for their healthcare, and how both of those factors impact the bottom line. But wellbeing actually encompasses a whole lot more. According to Dictionary.com, it means “A good or satisfactory condition of existence; a state characterized by health, happiness and prosperity.”

What do financial advisors have in common with football coaches? They are both adept at formulating strategies to reach a desired objective: in the first case, building and protecting wealth, and in the second, scoring the winning touchdown. They also know how to think on their feet, adjusting to ever-shifting circumstances to keep their plan on track. This is something every investor needs to do as well—particularly when dealing with life-changing events.

You’ve probably heard the old saying “The squeaky wheel gets the grease.” It basically means that the loudest wheel (or in the case of a business, employee) will be given the most maintenance (or in this case, attention). While heeding this instruction may serve you well if you’re working on a bicycle, it could actually hurt your company’s benefits program. Why is this? The answer is simply because the desires of your most vocal employees aren’t always representative of the rest of your workforce.

If amassing the largest quantity of college debt is a contest, it appears that the Class of 2014 has won. According to one analysis of government data, the average graduating college student this year had $33,000 in student loans. After adjusting for inflation, that’s nearly twice the amount students borrowed two decades ago. And parents who cosigned loans for their children may be on the hook for it.

Engaged employees are enthusiastic about their work. They do their best to contribute positively to their employer’s reputation and the achievement of company goals. They don’t make excuses, take excessive time away from the office, or often say, “That’s not my job.” Unfortunately, engaged employees are also fairly rare. According to a study conducted by Dale Carnegie Training, 71 percent of employees are not fully engaged. Employment experts consider the following the five biggest causes.