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of employees said they would work harder if they felt their efforts were being better appreciated ( Hubspot). Measure your employee absences data over a certain period. If absences have increased, your strategy may not be placing enough focus on employee wellbeing. If absences have decreased, it can show that your offering of benefits such as flexible working, unlimited holiday and health & wellbeing benefits are working to improve employee wellbeing and reduced absenteeism. If it feels like hard work for employees to find their benefits, they’re not going to be as highly used. How to increase engagement and use of your employee benefits scheme Encourage your employees to share how they use their benefits These tools can help to reduce the risk of burnout at work, which can contribute to low morale, absenteeism and presenteeism. Additionally, these benefits can also be used for issues outside of work, helping to boost wellbeing further and reducing any distractions that employees may be facing in work. Health and physical wellbeing

Our 2020 survey revealed that work-related stress is the most common form of stress in the UK, with 79% commonly experiencing this. With work taking such an emotional toll, it’s an employer’s duty of care to offer tools that help employees manage their mental health. of employees agree that employee benefits are very and extremely significant in an employee’s decision to accept or reject a job ( EBRI) For less expensive but more regular costs, such as the weekly food shop, you can help employees save money each week through supermarket discounts. Giving them the means to save on regular outgoings lead to big savings in the long run. When employees directly tell you what they consider a valuable benefit, you ensure that you’re offering them perks that they’ll actually appreciate, use and improve their life with. It’s best to choose one or two main goals. And to help you decide those goals, consider the following questions:Your employees make your business what it is, and the outlook of your staff has a serious impact on their motivation and approach to work. Moreover, it isn’t always easy to raise salaries above a competitor’s offerings. In turn, you may have to look to other ways to attract potential employees to your company over a rival employer. More and more, potential employees are looking at what benefits they will receive as a deciding factor into which company they should join, considering all perks to find which employer is the most attractive option overall. Employees look to their managers and workplace leaders for guidance, so when you encourage your managers to communicate and display how they use their benefits, employees will be more likely to follow suit. Make sure benefits are easy to find Ensuring that your benefits are part of the regular conversation around the workplace helps to keep them in the forefront of your employees’ minds and increase their uptake. Make it interesting – increase awareness with visual messaging Employees listen to each other and trust each other’s opinions about how effective benefits are, which ones they’ve found useful and what they have had most success with. If a member of a team has used a benefit which others haven’t, it’s likely that the word will spread about that benefit and boost its use.

Consider creating instant messenger groups or sending out a monthly newsletter to put all the relevant updates, links and information about benefits in one place, including how to access these. Putting this in a single location makes it easier for employees to stay up to date on what’s on offer and to find what they are looking for when they need it. Provide real-life examples of employees reported they’re more likely to stay with an employer because of their benefits programme ( Willis Tower Watson) Offering employees benefits such as an Employee Assistance Programme and apps to assist meditation and mindfulness can help employees to find balance and maintain stable mental wellbeing.LifeWorks provide us with an Employee Assistance Programme, online wellbeing resources and manager support and guidance. They provide our colleagues with free, confidential, independent counselling and support for mental, physical, social and financial wellbeing, 24 hours a day, 7 days a week. Some examples of what they can support our team members with are legal issues, financial guidance and support, family support services such as child care concerns, elder care giving support and resources just to help with every day issues. Caring for our team members supports the overall morale of each individual and each team, and the work we do impacts every person in the business. Our recognition schemes encourage managers and team members to recognise one another for the work they do, whether this be going above and beyond in work, achieving something to an incredible standard, or caring for others within their community during or outside of their working hours. Managing pay review and benefits ensures people are paid fairly and that they have access to benefits that can help them with their work/life balance, such as the option to buy additional holidays, or an activity pass to save costs on days out with their family. Tell us about LifeWorks and our Employee Assistance Programme and how this can help our team members It’s pretty clear that employee benefits are a huge part of HR and managing them is a big task. Here are the steps to managing them effectively, saving you time and reducing the margin for error. Hire a dedicated employee benefits specialist