There isn’t much point creating a benefits package if you don’t tell your staff about it.
While LCP’s joint survey with the CIPD
uncovered that 84 per cent of organisations communicate their benefits package, two in five respondents admit that it’s not easy for employees to access all aspects of the reward package.
However, the problem doesn’t end there.
When it comes to employee benefits, it’s safe to say that how something is communicated is just as important as what is being communicated.
Only 11 per cent of organisations segment their people when communicating about their employee benefits meaning the messages won’t be targeted to achieve optimum results. While technology is a key way for employers to communicate benefits, ideally, a range of options should be used to support online communication.
A pragmatic approach may be to craft the same message for all employees, but to encourage them to think about what the implications would be for them – as they should be best placed to know about their individual circumstances.
People professionals have a role to play in encouraging and supporting this reflection and flagging up where help can be found.
How can this be improved?
● Develop an internal communication strategy and include your benefit offering as a regular feature;
● Brand your communications – this will help employees to recognise when something is related to them;
● Have regular conversations with your people about what you offer;
● Make the reward package easy to access – provide a statement of salary and benefits;
● Ask for employee feedback – this is important to ensure you stay in tune with your people.
For more ideas on the various approaches that you can adopt to successfully achieve an employee benefits
offering which meets the needs of your, visit our employee benefits page.