Employee Benefits

Employee benefits is what we do. Discover the difference that a responsive, integrated and bespoke reward, recognition and wellbeing platform can make to your people.

Lightbox with words 'Happy New Year' on the floor, surrounded by confetti, a bottle of wine, and a disco ball. Overlay of blog title, 'HR 2024: Getting ready for the new year'

HR 2024: Getting ready for the new year

The best way to set yourself up for success is to look ahead into the future and plan, plan, plan. This is especially true for HR. 2024 will bring its own set of challenges, trends, and employees, so ensuring that 2023 is wrapped up neatly with a bow will put you in the best possible position for next year. Let’s delve into things to get finished up for HR for the end of the year, and how you can prepare for 2024.

Finishing up for 2023

Reaching the end of the year for HR, there are things that you will want to make sure you have completed. Finishing your tasks for the year means that you can head into 2024 without any worry, and fully enjoy the holiday season.

Have you got a checklist for the year, and if so have you ticked everything off of it? From mandatory training to ensuring that contracts, employee handbooks and performance reviews are all up to date, there are certain things that you may not want to follow you into the new year. Double checking may unearth something that slipped through the cracks, so it’s worth taking the time to go through!

This one is important – are there any new laws or regulations coming into effect in 2024 and if so, is your business compliant? While some may not apply until mid-year, being aware and taking the necessary steps will save you a lot of hassle in the future. Starting the new year with fines or legal troubles is better avoided!

Have all end of year deadlines been met, or are they on track to be? If not, it may be time to prioritise and put in that final push so that you can go into the new year fresh and ready to plan ahead.

Lastly, is your workspace tidy? This may sound less important but there’s nothing worse than coming back to a rotten banana in your drawer and miscellaneous paperwork strewn across the desk. A clean space and a new notepad for 2024 will be a fresh start to coming back to work after a break.

Looking forward towards HR 2024

Holidays. We all love them, but for HR it means admin and being organised. If you have any holiday requests for the new year, or need employees to submit theirs ASAP, you can get ahead by checking requests and asking staff to book off any days they know they want as holiday. Bank holidays over the last few years have differed slightly from the usual, so being aware now for 2024 UK public holidays will give you a clearer picture of the year to come. 

Diversity, Equity and Inclusion (DEI) policies require a close eye, and ensuring that they are up to date and your work environment is suitable is essential. Making sure all of your employees, and well as future employees, are included and feel comfortable within the company culture is integral. It is always good to take a step back and look at the businesses values and culture, and whether they reflect appropriate and forward-thinking DEI policies. 

Minimum wage is changing in the UK in 2024, so be prepared ahead of its implementation in April. While this is great news for staff, for businesses it may require a budget adjustment, as well as making sure that payroll is correct. April 2024, put it in your diaries, folks! On the topic, financial wellbeing for employees amongst inflation and a cost of living crisis is always something to be aware of. While salary increases won’t always be possible, offering up money management assistance and everyday discounts is a fantastic alternative.

Checking in with your employee satisfaction levels is a key way to improve staff retention, so working models, workplace culture, and benefits may need revising. If your current employee benefits programme leaves something to be desired, it is worth reviewing and even doing staff surveys to see if they want more from their employers, be it more learning opportunities or mental health support resources.

Keeping up to date and looking forward is a must in HR. From being sure that your working model is a fit for your company (should you be introducing hybrid working?), to assessing potential impacts of Artificial Intelligence (AI) both in the workplace and within HR, reviewing relevant information and keeping updated with HR news will keep you ahead.

Finally, do you know your targets for next year? Setting yourself measurable targets will give you a clear goal to work towards for the year. Perhaps taking an employee satisfaction survey at the beginning and end of the year, and working towards an improved result could be one. Or, aiming to have employees complete certain training or development courses may be on the cards. Having a clear set of targets and a clear way of measuring how far they have been achieved will have you ticking off checkboxes next year and accomplishing any 2024 HR resolutions.

Thinking about giving your employee benefits a refresh? Speak to a friendly advisor and get a free demo.

Mini figures with a magnifying glass pointed to a red figure. Title on the right says Bringing in new talent, how to recruit the best of the best

Bringing in new talent: how to recruit the best of the best

Bringing a new member of staff on board can be an exciting prospect. New ideas, passion and working dynamics from a new hire can breathe life into an office, but it can also be a costly decision. Turnover of staff is cited by 47% of HR professionals worldwide as their top issue within the workplace, so ensuring your business brings on the best is crucial. So what can your business do to form a strong recruitment strategy that makes you stand out from the rest? 

Keep it simple

Sometimes less is more. When you’re reviewing your application process, it shouldn’t be a long-winded and complex task. More jargon and over explanation used in a job description could push prospective candidates straight into the hands of a competitor. Make sure that if you are asking preliminary questions, they are relevant and specific for the job you are advertising. It’s also important to keep an eye on trends: 9 in 10 UK workers either had flexible work or wanted it, so offering the ability to work from home will not only attract more candidates, but also help people who have to juggle busy home lives and pressures out of the office. You may find your team is more productive, as working remotely can help benefit your employee’s mental health, so not only are your employee’s happier, but your business will grow with more effect and more profit. 

Open minds open doors

A modern and progressive workplace is one of the key attributes candidates today are looking for when applying for a job. 66% of UK workers say that the acceptance and inclusion of employees across all backgrounds is important when applying for roles. Attracting new talent who will respect their future colleagues across faiths, identities and cultures assures everyone feels comfortable in their workplace, and respected by their peers. Having a firm and detailed DEI (Diversity, Equity and Inclusion) policy available to be seen in early stages of interviews will present the standards in which new candidates are expected to meet. This will ensure the safeguarding of current employee’s welfare, and continuing the growth of an inclusive workplace environment. 

A universal approach is not always appropriate for all employees, and new starters may have particular needs your business had not previously catered for. Ensure before interviews begin, that there has been up-to-date sensitivity training for your staff; including microaggression training, how to spot discriminatory behaviour, and mindfulness of cultures and beliefs that are different to their own. Everyone wants to start their new job on the right note – and comprehensive DEI training will establish this.

Perks and benefits

Offering a comprehensive list of benefits to prospective employees and those already in your ranks will only strengthen your company’s reputation, and the loyalties of your staff. From EAPs to get your employees the emotional, financial or educational support when needed the most, to discounted shopping, gyms and holidays; your benefits portfolio will be a valuable asset to attracting staff who see a long future within your team. Salary Sacrifice Schemes are also an enticing offer to new starters; the ability to own a new car or bike can open doors otherwise shut in other organisations, or bring in talent further a field who may be locked out due to travel restrictions. Providing these perks to employees is not only a tempting offer, but will be cost effective in the long run; Its estimated recruiting new talent can cost a business an average of £3000. Your current staff will thank you too, and encourage loyalty, passion and motivation within the business.

All businesses are looking for new people who will bring with them fresh ideas, skills and dedication. But it’s tough out there: Currently there are 3.1 job vacancies per 100 employee jobs in the UK, so preparing your business to stand prominent among your competitors should be at the top of your list to make sure the people applying for your vacancies fast become dependable and highly valued colleagues.

To find out more about how to recruit the best employees, book a free demo with one of our friendly advisors.

Fabric moustache on a stick against a blue background, with overlay of blog title, 'It's Movember!'

It’s Movember!

It’s Movember! This annual November event invites men to put down the trimmer and roll with the ‘tache, with the goal of raising awareness for pressing health issues that too often go unspoken. With male suicide, prostate cancer and testicular cancer all being dominating health problems for men from all walks of life, Movember is a chance to give more men (and people in general) the knowledge to be able to have more helpful and supportive conversations around men’s health, and help spot the early warning signs so men can get the help they need as early as possible. A chance to raise money from support services to clinical trials, Movember is a great cause to get involved with. 

Men’s health is often something that can go overlooked, and having access to the appropriate healthcare services is fundamental. Employers can play a big part in this, and health benefits can support and supplement employees’ healthcare. We polled our members and discovered that more support around Men’s health is something that they would be interested in. In fact, our latest data shows that 18% of men polled on our platform expressed a wish for men-only insurance policies to be included in their company health benefits offering.

Men have a higher likelihood of developing cancer compared to women, with a 50% chance of being diagnosed during their lifetime (one in two as opposed to one in three for women).

In the past, scientists believed that this increased risk was due to differences in lifestyle. Men were known to be heavier smokers and drinkers, and their work environment may have exposed them to carcinogens such as asbestos and industrial toxins or fumes. However, even as more women started adopting similar habits and joining the workforce, the incidence of cancer remained consistent. This is where offering up more social awareness and resources to men can be a massive help. 

With so many men affected by these issues, raising awareness and offering up support can be a life-saver.

Donate to Movember here: https://uk.movember.com/

An image with a yellow background, with the Title "on course for success" With a white light bulb on the right.

On course for success: why offering learning courses to employees is a must

In most people’s jobs, looking for progression and development is paramount for a happy and fulfilling career. However when some employers hear this; alarm bells sound. They start to think that professional development will lead employees to move on to greener pastures. But the opposite is often the case. In a recent study, 66% of UK employees said that they would actually consider leaving their job if the Learning and Development offered to help with career development was scrapped. So what can companies offer for their employee’s development to help them stick around, and simultaneously improve the business as a whole? 

Hola, oportunidad!

Learning a language is a key skill many Brits lack. Only 6% are proficient in a second language, making the UK one least linguistic places in Europe. Providing discounted courses for employees to develop their language skills, or pick up a completely new language opens doors not only for the individual, but for the company too. Having members of a team with fluent or intermediate skills in a language can give businesses the chance to build relationships with companies, create contacts or even open up an international branch of the business. In a diverse and ever connected world, being able to communicate with people outside of the country can give a business the strong presence on a global scale, and provide a jumping off point for exciting opportunities otherwise trapped behind a language barrier. 

Money, Money, Money

In a time of economic uncertainty, it is no surprise 34% of UK adults feel anxious about their personal finances. It can be hard to talk about money, especially between employees and employers. Companies that provide financial education and advice show their employees’ they are committed to their success and development; whilst offering the space to seek this advice in their own time.

Financially savvy employees can help reduce stress around the workplace and improve colleagues’ overall well-being. 59% of employees believe it is important that their current employer offers support for improving financial wellbeing, so offering financial education could be key to keeping employees successful and loyal to the company. 

Future Proof your career 

Technology is rapidly changing the working world. The World Economic Forum predicts that 40% of current workers’ core skills will change by 2025, so making sure employees are acquiring new knowledge and skills is imperative to remaining competitive, current and prepared to tackle a dynamic working environment.

Artificial Intelligence may be a scary notion to some, but when understood and used correctly, it can increase performance and output, whilst reinforcing human-lead work, which will combat fears of AI replacing jobs in the near future, and reassure colleagues that their work is valued and important.  For businesses, Employee training creates a culture of innovation and progression within an organisation; Research shows that 69% of companies experienced an increase of employee growth when offering effective learning and development strategies, so embedding the importance of learning and adaptive skills within an organisation sets the tone for a strong environment in which when the company succeeds, so does its employees.

To find out more about Learning and Development opportunities, book a free demo with one of our friendly advisors. 

Medical equipment scattered across a surface, with overlay of blog title, 'healthcare benefits, are they worth it?'

Healthcare Benefits – are they worth it?

Our health is one of the most valuable things that we have, and employees feel this way too! Not only are healthcare benefits among the most popular for employers to offer, but HIVE360 found that health and wellbeing support with 24/7 access to a personal doctor was the number one employee benefit for 48% of UK workers last year. While it will cost more to provide healthcare benefits to staff, as it is arguably one of the most important extras you can offer, it can be well worth the investment.

Unfortunately, only two-thirds (66%) of employees believe their employers care about their health and wellbeing, presenting a gap filled with staff feeling as though their health is not a priority at their workplace. Showing compassion and care is not just about talking the talk, but being sure that you walk the walk too. Not only this, but with better access to healthcare resources, you’ll likely see fewer sick days taken. So, what types of health and wellbeing benefits can you offer staff to show that their health matters?

Healthcare Insurance

One of the first things that will probably come to mind when thinking about employee health benefits is Health Insurance. With long waiting lists through the NHS and some treatments still costing money, having that bit of extra support with healthcare costs can help to ease concerns during difficult times. Seeking a second opinion through private doctors or easing the financial strain during a hospital stay can be a big reassurance for employees; options such as a hospital cash plan can be a great relief.

Of course not every workplace will have an entire workforce of people wanting healthcare benefits, so finding flexible healthcare solutions may be an attractive option for your company. Through My Staff Shop, you can offer your employees My Health Xtras insurance, with different packages depending on your needs.

Employee Assistance Programmes (EAPs)

Offering up an EAP to employees is a great way to provide staff with an outlet to talk about personal issues and seek advice without having to divulge personal problems to management or HR. Whether for help with financial wellbeing, legal advice, or counselling sessions, giving employees access to a support network can help to ease troubles that may arise outside of the workplace. From online chat resources to wellbeing articles, having that place to go before needing to discuss private matters with employers can make staff feel much more comfortable.

Gym and healthy eating discounts

Health benefits of course don’t exclusively mean medical care and hospital stays, and offering up perks that can help your staff with their lifestyle are normally appreciated. Gym memberships are a biggie, so having a bit of money off of a monthly contract can all add up. Gyms aren’t always the best exercise option for everyone, but getting in some daily activity and movement can still be a priority. With live instructed workouts and online fitness plans being a great way to exercise without the public environment of the gym, having discounts or Reward Beans for these services are also a win!

There’s been a sharp increase in the use of meal subscription services in recent years, and this makes for a fantastic option for families or people that lack free time who still want to prioritise eating fresh, well-balanced meals. Saving money is high on most people’s lists with current economic pressure, so any extra savings on top of existing subscriptions or memberships is a big plus.

Learn more about the Healthcare Benefits on offer with a free demo from a friendly advisor.

'How to have employees stick around for the long run', blog cover with image showing race track in background with hand gripping stopwatch in foreground

How to have employees stick around for the long run

Employee loyalty is worth its weight in gold. Not only will a trusted workforce keep morale high in the workplace, but it will also help keep costs down.

The CIPD has estimated that the average cost of hiring a new staff member to fill a vacancy, including cost of labour, is around £6,000. So retaining staff is key to a successful business – but it’s not always easy. In a recent study 31% of those asked admitted to quitting their job within the first six months. So how can companies keep high employee satisfaction and a fulfilled and strong workplace?

Hard work pays off

Sometimes the best option is the most obvious. Long service awards show your employees that their dedication to the company has not gone unnoticed. 57% of people report benefits and perks were one of their top considerations before accepting a job. Adding a monetary reward to this incentivises employees to stick with their company, and gives your staff a goal to work towards.
People enjoy feeling respected by their employer, and if staff have positive things to say about their long service with a company, this helps create a strong business presence, and promotes a feeling of security for colleagues.

Education, Education, Education

Invest in your employees – they can be your most valuable business asset. Encouraging your staff to grow and increase their potential within a business will not only give your employees a sense of achievement and the ability to move up within the business, but by giving your employees the opportunity to improve or learn skills, you are giving your company people who know the business inside-out, who will present fresh ideas, with the knowledge of years of experience with your company. Giving people the opportunity for career progression will help stop employees looking elsewhere for opportunities.

Careful management

Providing your teams with mental health support will ensure your staff is protected and able to access the crucial care they need, when they need it. Offering services such as health insurance, wellness bundles or an Employee Assistance Programme will help minimise staff turnover by supporting your staff to be able to thrive in their personal and work life, and emphasise the value of themselves as an individual in your company.

According to a recent study, 55% of UK employees have experienced severe anxiety due to work in the past year. So protecting your employees mental health is imperative to maintain a positive relationship between employee and employer; and promote loyalty to a company that puts their staff’s well being at the forefront.

Fostering a motivated and inspired workforce will help drive employee loyalty, and attract like minded individuals when hiring new staff. Employers who are consistently setting a high standard for their employees to do their best work will find that more of their staff will be willing to put in the time and effort to improve the business as a whole, as they will feel proud of the company they work for, insuring success for themselves, and your company.

See how boosting your employee benefits can help with staff retention, and speak to a friendly advisor.

Pair talking at a coffee table with one person writing notes, overlay of blog title 'Why should you be thinking about an EAP?'

Why should you be thinking about an EAP?

Employee Assistance Programmes (EAPs) are something you may hear thrown around occasionally in the HR-sphere but are they that big of a deal? The answer is yes, especially given the increased interest in health and wellness in more recent years. With the public seeing a surge in awareness surrounding mental health and wellbeing, more and more employees are asking “so what are your company doing about it?”. This sentiment is reflected in surveys: 1 in 3 employees feel that company support for mental health was inadequate, and 87% of employees would be more likely to leave a job if it does not support their wellbeing. And it’s not just mental health, EAPs offer support and advice through a range of issues.

Money management assistance

With people suffering the impacts of inflation and a cost of living crisis for the last few years, financial wellbeing is more important now than ever. Scraping together savings and maintaining the same lifestyle as years previous but on a tighter budget, has meant most of us have had to reevaluate our spending habits.

Financial wellbeing is a key skill that is never formally taught to most. Having access to resources that help with budgeting and money management can be a huge help to staff. From financial consultations to Reward Beans for investing in an ISA, My Staff Shop offers up support to aid employee financial wellbeing.

Legal support

While no one wants to experience issues that require legal services, sometimes it’s an inevitability. Such services can be expensive, so being able to have a bit of a leg up in these areas can be a big relief. Having access to a free legal advice service can guide your employees down the right path, saving them time and money in the process. Big life events and difficult times can be daunting to face alone, so that’s why we ensure that legal support is included on our platform.

Career coaching

Employees studying for professional qualifications or further education may feel the need for further support, with additional workload on top of their career adding to existing stress. Providing your staff with that bit of extra help when they may need it can be reassuring. Having an EAP with career advice resources and access to a counsellor is a good way to show your people that there’s somewhere to go when they have questions or concerns regarding their professional or personal education.


While having a child is an exciting time for new parents, it’s no walk in the park! Any extra support and compassion when it comes to raising a child will be appreciated. From written resources and counselling to discounts on clothing and toys, our platform offers up a range of relevant perks and advice to parents and guardians.

Health and Wellbeing

This may be one of the first things that comes to mind when thinking of an EAP. Health and wellbeing should be a key focus for employers, not only because we all want to be surrounded by a happy, healthy office, but an estimated 17 million days are lost each year due to work-related stress, anxiety and depression. When you aren’t your best physically or mentally it’s hard to show up and give it your best, and this shows in the data! Having resources handy and access to a counsellor can provide answers and reassurance when it’s needed most, especially when access to private healthcare can be so expensive.

To learn more about how an EAP can aid your staff, you can contact us for a demo and see the benefits for yourself.

Flatlay of face silhouette with flowers spilling out, with overlay of 'World Mental Health Day'

World Mental Health Day

Today marks World Mental Health Day 2023, a time to reflect on how face-paced and ever connected lives cope with the stresses and strains of the modern world. It’s also the perfect opportunity to check in with your employees and colleagues, and ask them how they are feeling. Sometimes all people need is a friendly reminder they are not alone.

Nearly 1 in 7 people have reported to experience mental health issues whilst at work – so talking about mental health to colleagues is to be taken seriously, especially as the majority of your employee’s day is spent at the workplace. Everyone deserves to feel comfortable at work, and offering a variety of options for mental health will make sure that each individual person can feel supported in a way that is perfect for their situation.

Support your Staff

Reports suggest that 12.7% of absence days in UK workplaces can be attributed to some form of mental health condition. Employers who offer an EAP (Employee Assistance Programme) or wellness support will provide their employees the comforting knowledge that their job has their health as a top priority. Employees are also given the tools needed to improve their mental health and get the vital assistance they need, when they need it, without having to deal with the long wait-lists often seen with government funded support.

Give burnout the boot

But thinking about employees’ mental health does not have to begin at the point of crisis. 88% of UK employees have experienced burnout in the last 2 years, which brings lower productivity, staff retention and overall job satisfaction. Offering long service awards, peer to peer fanmail or monetary rewards help to create a stronger bond within the workplace, whilst encouraging hard work, and rewarding those who go the extra mile. Employees will feel more motivated and cared for within their company, and rewarding employees will offer a renewed sense of happiness within the workplace environment.

But World Mental Health Day is not just about one day a year. Curating a workplace that puts the mental health of its employees at the forefront not only will improve the lives of your current workforce, but it will make your organisation more appealing to possible candidates and collaborators.

Speaking about mental health is no longer the taboo subject it was in the past, so arm your employees with the tools and knowledge they need to understand their minds, and the minds of their colleagues to make everyone feel safe at work.

'10 Ways to reward your staff' blog title overlaying image of gift boxes with bows

10 ways to reward your staff

The last 5 years have been disruptive to normal work life. Nearly 60% of employees report they are stressed at their jobs every day: so to keep your employees happy and motivated, reward them with something that shows them their organisation really cares about their welfare and success. 37% said that personal recognition would encourage them to produce better work, so take a look at some top staff reward ideas that will make your employees love their jobs:

Invest in your employee’s futures

Investing in employees’ education and development is a great way to show your support and dedication to their growth within your organisation. Offering help for your employees to advance not only is a great way to reward hard work, but will help with staff retention, and attract people into your business whilst building a strong brand for your business.

Reward and recognition

No one person is exactly the same: that’s why it is important to have a variety of reward schemes on offer for employees. Offering employee discount schemes support your workforce with their everyday needs, or a great saving on something more special. Long services awards commend employees whose dedication to your company deserves to be celebrated. A physical or financial reward can show your businesses pride for its employees, incentivising them to stay with you, and lifting the morale of your long serving team members.

WFH options

The workplace landscape has changed and providing flexible working is a great way to show your employees you’re keeping up with the times. 65% of workers said they would be more productive working from home than in a company office. Offering the option to work where your employees feel the most efficient can help your employees output, and help with their childcare or home life needs too.

Offer EAP/wellbeing

Nothing is more important than your employee’s physical and mental health. A recent survey suggests that in the past two years over two thirds of UK employees have experienced a health issue, long-term condition, or disability. So it is essential to offer a strong wellbeing package to support your colleagues. Protecting the physical and mental wellbeing of employees not only will help keep absences low and productivity high, but shows your employees your priorities are in the right place.

Birthdays off

Give your workers the perfect present: paid time off! Offering an extra day of annual leave to be taken around their birthday is a great way to promote a healthy and appreciative working environment. An extra day off also helps your employees wellbeing. Employee’s can relax and enjoy their special day the way they wish to celebrate it, and will appreciate this more than the traditional ‘bring your own cake in’ option.

Bringing in food/treats

They say food is the way to the heart, so consider bringing in a treat every so often for your hardworking employees. Introducing a communal ‘order in’ day can help build relationships in your office, and reward your team with a boost of energy. Bringing in healthy snacks for colleagues can also encourage wellness and healthy eating habits, whilst also being a cost effective bonus.

Peer to Peer Recognition

Offering Peer to Peer recognition can help build a community within your workforce. Having their colleagues congratulate them on a job well done can help create a sense of comradery, and be recognised for work that may slip under the radar normally. What may seem like a small gesture can increase motivation, and encourage employees to highlight those that are pushing your company forward.

Pet friendly office

Having dogs at work can boost your employees moods, encourages beneficial screen breaks & helps relieve employees of the worries of leaving their pets at home. Of course you’ll need to make sure all employees are on board with this idea and that all necessary precautions are taken, but with 1 in 2 UK adults open to a dog-friendly work space, allowing four legged friends can be a welcome decision.

Get the tunes on!

It may seem simple but allowing music in the office can be a real treat. Having a backing soundtrack to a work day can help bring joy to your office. Consider mixing up the radio stations each day to keep the music varied, or create a communal Spotify playlist for employees to add their favourite songs. Apart from maybe a few pitchy singers amongst the workforce, Music can help block out other distractions, all while keeping morale high.

Salary Sacrifice

Salary Sacrifices have skyrocketed in popularity amongst businesses recently. From cycle to work to electric car schemes, it’s a great way to help your employees get the transport they need without having to break the bank. These schemes also encourage improving physical health and environmental consciousness; which will help your business be a forward thinking, innovative place to work.



See how you can better utilise reward and recognition in the workplace, try a free demo of our Platform.


Collage of colourful speech bubbles with yellow overlay saying 'the power of feedback'

The power of feedback

Feedback. Some people love it, some people hate it. But in order to keep a workplace running smoothly, it’s a necessary part of the working experience. Constructive criticism, an alternative perspective, or simply praising an employee can all help to guide your team into the right direction. 65% of employees have reported wanting more feedback, and in order for individuals to experience professional growth, and for teams to build their working relationships, feedback is one of the most powerful tools you have.

The benefits of feedback

So what are the possible outcomes of providing feedback to your employees?

Addressing any potential issues or differences in understanding can help to improve employee performance and even make tasks easier for them. Perhaps there’s a simpler way of doing things that can lead to higher productivity and more ease for staff? Maybe steps need to be added to improve the quality of the work that is completed? Is further training needed to give your people more confidence and experience? Asking yourself and your employees these questions can help you to better the way your workplace runs. What’s more, it can be a tool for staff to work on their career development!

Once your team gets into a routine for completing tasks and projects, it can be difficult to change. Addressing any weak spots and coming up with a new way of doing things can help staff to break the cycle of bad habits, and help them in navigating their role. Checking in on your staff members also gives you a chance to assess how their strengths and weaknesses impact their work, and what can be done to utilise their strengths while helping them to improve on weaker spots.

It’s all in the delivery 

A big part of feedback is the way in which it is delivered. It’s not just what is said, but how it’s said. And this is why verbal feedback can make all the difference. Writing can be misconstrued as tone, humour, sarcasm, and punctuation can all be subject to individual interpretation. Taking the time to go through and address any concerns in person can ease the stress around the process of feedback.

Having quarterly or annual reviews can create a sense of structure and provide an opportunity to take a step back and assess the work, while also taking into consideration whether promotions are needed. As feedback can be a chance to explore the prospect of career progression, it’s an important conversation to have.

Performance reviews can make anyone nervous, but having a bit of reassurance alongside some suggestions for improvement doesn’t have to be a negative or shudder-inducing experience. Being given goals to aim towards can be communicated positively, and this includes arranging the review. Avoid the vague and ominous sounding ‘we need a meeting’ email, aim towards a clear message regarding feedback, and make it known that there is nothing to worry about.

The pros of praise

Feedback should not be exclusively used to address problems or suggestions for improvement. It should also include positive feedback and praise. Setting time aside to look at your employees and what they are achieving could reveal hard work and positive outcomes that have been overlooked. Acknowledging and recognising employees, as well as rewarding them suitably will leave your people feeling seen and valued for the effort that is put in, which is hugely motivating. Feeling confident and happy in their role is key to retaining that talent at your company, so be sure to sing their praises when you’re happy with an employee’s work!

An open ear

Feedback goes both ways; receiving feedback is important too, and being open to hearing both the positives and negatives can help you to improve on workplace culture.

Keeping it anonymous and using employee surveys, questionnaires, or suggestion boxes can help your staff to express what they like about the workplace to perhaps have more of, or what could possibly be changed or improved to make the working day better for them. At the end of the day, offering employees a voice and then showing that you are taking their feedback on board is a great way to build trust with your team.

See how you can better utilise reward and recognition in the workplace, try a free demo of our Platform.


Scroll to Top