Business leaders know far too well that an engaged workforce is likely to be more productive and 
invested in their company as a whole. In fact, according to recent research 70% of business leaders see a strong link between engagement and productivity. However, only 58% of the UK’s workforce is actually engaged, according to data from OCR International. We therefore have a big engagement and productivity gap to fill and business leaders need to make sure they are focusing on implementing a clear plan and directive to address it, if they want to bolster overall productivity in their organisations. Benefits sit at the heart of this process, but there needs to be commitment from the boardroom down, to create and foster a culture where employees feel supported, rewarded and committed to their roles.
Part of the problem is that there is a strong perception that an employee benefits programme is an added luxury, which businesses will only consider if they feel it is justified or earned. Businesses who hold this belief are clearly missing a trick and failing to recognise the advantages for company culture, productivity and profitability as a whole. The extent to which employees can access a range of benefits from health insurance and personal development allowances to salary sacrifice mobile schemes and company discounts will determine how “work happy” they are.
If the needs and desires of employees are not met by the benefits offered, the investment they require will significantly outweigh the potential return. That return may not necessarily be financial in the short-term, but if left unresolved and productivity levels decline it could hamper profitability in the long-term. Benefits therefore need to be personalised and adapted to suit the workforce they are serving.
Evaluating what will make staff “work happy” and listening to their needs are two things, but businesses also need to make sure the way they communicate what is available to their employees is clear, seamless and fully understood. Some employees simply may not want to use the benefits, even if they value them; others may not know what they actually are entitled to; whilst the rest may be actively taking advantage of them all the time.
Ultimately the concept of employee benefits fundamentally needs to be a primary consideration for all organisations, regardless of their size. If they aren’t there is a high likelihood that employees may not feel valued in their jobs. If employees don’t feel that their organisation is investing in them as individuals and appreciating the work they do, they are likely to be less invested in the company and less willing to commit beyond their contractual obligations and that will end up hitting the bottom line.
