Making Employee Benefits Work
With challenges attracting and retaining talent, we are paying greater attention to overall job satisfaction than ever before. Many studies have shown that a comprehensive benefits package can increase job satisfaction, reduce turnover, and improve overall employee engagement.
In a volatile and uncertain world of change with pressure from the cost-of-living crises, the wellbeing needs of our workforce have come front and centre.
As a specialist working in the field of neurodiversity in the workplace and especially in equity, diversity, and inclusion (I wrote the award-winning book, Neurodiversity at Work). I can see that it is essential to listen to all voices in our specific work settings to understand what is important for our employees. Not all of us are at the same age and stage of our lives, and this may mean we want different benefits. If we compare baby boomers, Gen X, and Millennials, it will be the Baby boomers who are most interested in health benefits, for example.
Better engagement leads to better retention and creates a more stable workforce. This has the added benefit of having greater team cohesion. When employees leave, this can create a ripple factor for those who remain. Team members who are there still often must cope with temporary gaps in skills within their team. Frequent new starts in a team can be challenging, especially when you need to get to know different people’s communication styles and working practices. Miscommunication can lower morale and damage mental wellbeing.
Every penny counts today.
In this blog, we take a look at: making employee benefits work, what do employees want, what are the concerns of the HR professional and information about our guest blogger.