Many of the clients and prospects that we speak to already have a pretty good idea about employee benefits. By the time they have contacted us they will have gone through a process of identifying their objectives, begun to plan a strategy and, more often than not, will have a good idea of the different employee benefits available and how they can be best used to engage and motivate staff. This means the questions that are put to us tend to be pretty tactical, drawing upon our experience of working with companies of all shapes and sizes across a range of sectors to implement effective employee discounts, concierge, and reward and recognition schemes. Here are some examples.
Shouldn’t I have an app for this?
How much of my HR budget should I dedicate to reward and recognition?
How can I use employee benefits to get one up on my competition?
I would argue that organisations should be paying more attention to their employees than their competitors. Of course, employee benefits are an effective way of attracting and retaining talent but really the questions you should be asking are: what are the different demographics, cultures and motivations within my organisation? Which schemes and benefits are getting the most engagement? You’d be surprised at how much these can differ from company to company.
How can I get managers on board with employee recognition?
This is something that many organisations struggle with and, without management buy-in, it can be difficult to create a genuine recognition culture. My advice is to involve managers from the outset. Once you’ve decided you want to implement a recognition scheme, host briefings to ensure they are on board, make it clear how it benefits them and then involve them in the process. It’s relatively common now for managers to be actively involved in the branding and messaging behind a reward and recognition scheme and this is an effective way of engaging them.