Employee Benefits

Struggling to attract the talent your company needs? Finding difficulty in replacing a diamond of an employee that is moving on? Trawling through tons of applications that don’t fit the bill? Recruitment can be a tricky task, but there are some steps you can take to engage a thriving candidate pool and improve your chances of finding the right fit. 

Communicate

This one is key to ensuring that you end up with candidates that fit the requirements. This is a win-win, as candidates don’t want to waste time applying for jobs that they won’t even be considered for, and for those recruiting, the fewer ill-fitting applications, the less time-consuming the process! Communicate clearly what is required, expected, and provided to make sure you don’t end up with an interview list full of candidates that aren’t suitable.

Transparency 

On that note, no one wants to spend hours on an application just to learn that the salary won’t cover their living costs. People may pass up the opportunity to apply for a role if the salary, hours, holiday, and benefits aren’t openly disclosed in the job ad. Being transparent about the timeline of the hiring process is also a must: 83% of candidates prefer to have a clear timeline. Be sure to be upfront and honest in your ad to avoid missing out on top talent! 

Valuing unteachable skills 

While there is undoubtedly a checklist of skills and experience when it comes to the hiring process, sometimes there is a balance between existing skills and the right person. For example, you may find someone that comes along with the right values, work ethic, and attitude who is a quick learner; they may not have the exact skillset or full desired experience, but if you have the time and resources to teach them, over time they may become a huge asset to the company. 

Platforms

It’s not just about what you post, where you post the ad matters too. Of course all of the usual job posting sites are a must, but don’t underestimate the power of socials. LinkedIn is great for networking and connecting, as well as job posting. If your company has Facebook and Instagram accounts, be sure to post on there too! You never know if you may miss out on the perfect candidate otherwise.

Reputation 

Branding and reputation can go a long way when it comes to recruitment; nobody wants a string of negative reviews attached to their business! One way you can work on this from the inside is by focusing on your Employee Value Proposition, so potential employees know what they will get in return for their hard work. By clearly communicating employee benefits and ensuring that they are desirable perks, you can ensure that you’re attracting skilled candidates.

Benefits

Speaking of communicating benefits, it’s important to make sure that they’re something worth shouting about! If you offer highly valued perks that provide advantages in everyday life, people will be more inclined to apply. Not only this, you can also improve retention rates and keep long service employees around.

Benefits that build goodwill these days tend to be hybrid working, health and wellbeing resources and financial perks. To learn more about what benefits employees really want, you can read our full blog.

Interested in learning more about how benefits can make you stand out from other employers? Get a free demo of our platform.

So you’ve just started with My Staff Shop and you’re excited to show your colleagues and employees their brand new benefits platform. But where do you start? Well, the easiest and most effective way to start saving is finding all the best deals with our discounted gift cards and cashback offers, and here’s what you need to know.

Learn to shop smart! 

The cost of living crisis has affected almost every sector in the UK. Around 62% of Adults in Great Britain said that they were spending less on non-essentials because of the increase in the cost of living. But using My Staff Shop’s discounted gift cards for your employees can help stretch their budgets further. MSS is the perfect tool for first time budgeters, or those who are already savvy savers.

Buying one of our discounted reloadable gift cards means you can top your cards up on pay day with what you need for the month, making sure you know exactly what you have left to spend in other areas of life. Or if you prefer a digital wallet, you can purchase digital gift cards instantly, so no matter where you are, or what you need, you and your employees know they can grab a discount right at the checkout. Don’t forget to check the daily offers to supercharge your discounts. 

Shopping using cashback links is also a great way to save money, with minimal effort. My Staff Shop offers an extensive list of great cashback offers to earn Reward Beans with; Big brand favourites, sustainable retailers and small businesses can be found on the platform, with the brilliant potential of earning Reward Beans, just from buying what you already had your mind set on! Each time you use a cashback link, you then can save up your Reward Beans. Then use them to make purchases on your account, grabbing bargains with just a few clicks! 

Reward what matters most 

Another way to help your colleagues and employees through this is through Reward & Recognition. Offering them the opportunity to then spend their My Staff Shop Reward Beans earnt through rewards will give them the freedom to put the money to what matters to them. For some, it will be getting a free week of food shopping done. For others, it can take some of the weight off a hefty high price purchase, or the reward can be used for a well deserved treat. The benefit to offering R&R is knowing their reward for a job well done will be exactly what they need, rather than an empty gesture. 

It’s all about adjusting your shopping habits to make room for your My Staff Shop account. Next time you are at the till, or scrolling for hours online shopping, log into your My Staff Shop account first, and make sure you and your employees’ pounds go further, and let My Staff Shop do all the work! 

Check out our X (Twitter) feed for the latest deals and offers and to learn more about what My Staff Shop can do for your employees, book a free demo with our friendly advisors.

Keeping employees happy is more important than ever, with job hopping being on the rise, and people less willing to stick around in a job where they aren’t content. Retaining talent and maintaining working relationships can be difficult with so many employers promising the world. But could you be offering more?

Reward Gateway found that a whopping 55% of UK employees surveyed want their employer to increase reward and recognition investment. Salary is important, but benefits can also be the difference in people choosing a job or staying in a role. Not convinced? Stick around to learn why Reward and Recognition schemes are one of the best benefits you can offer to staff.

What exactly is Reward and Recognition?

A reward and recognition scheme works as a tool for employers to motivate and engage employees. Staff know that they are valued and their hard work is noticed when this is acknowledged with praise and perks, and they don’t feel like they’re slogging away for no reason! Proven benefits from well-ordered reward schemes include: increased productivity, boosted morale, enhanced team spirit, a strong employer brand, and can attract potential candidates too. 

An example of a meaningful employee reward scheme could include discounts and savings on everyday spending, learning and development opportunities, and salary sacrifice schemes. Basically, people respond well to praise, and even better when this is reinforced with perks that they want. 

Why is R&R so important?

A thankless job is one that won’t be given a second thought if a better opportunity arises. Happy employees are more likely to stay at a company for longer – and be more productive while they’re there. 

Workplace culture is a biggie, and keeping morale high requires satisfied employees. A workplace full of unhappy staff often ends in a revolving door of new employees, and it’s hard to have a thriving work culture when people are constantly leaving. A buzzing, content environment is not only pleasant to work in, but works wonders for companies too. 

Reward & Recognition is key to making staff feel valued and boosting motivation. Not sure how happy your team is? Try anonymous surveys for genuine feedback on staff satisfaction. When you have a clear understanding of how staff want to be rewarded, you can meet their needs.

How do I do it?

The most important thing when it comes to Reward & Recognition benefits is making sure they’re useful. Investing in an employee benefits scheme that your staff don’t use or gain from is a waste. So think about obstacles that employees could have and how you can help to overcome them.

For example, inflation and the cost of living crisis has been challenging for most. The best perk that you can offer to help staff to combat this and afford their lifestyle/create savings is offering financial perks like discounts on everyday spending. 

Finding a flexible employee benefits platform that you can customise to your employees’ needs is the best way to ensure you are providing staff rewards that feel rewarding. And a bonus: your admin is reduced! 

Learn more about Reward & Recognition for employees, book a free demo with our friendly advisors.

It’s no secret that the working world has been on a rollercoaster for the last 5 years. During lockdown the majority of the population moved to remote working, and faced upheavals and changes most businesses had not prepared for, but quickly adapted to. So when the British workforce began to return to normality, many people decided to continue working from home. But it’s not always easy to manage employees you can’t interact with face-to-face. Problems will arise, but it’s important to look for solutions to keep your team, wherever they may be, happy and passionate about their job.

Check in from a far

If your employees aren’t in the office, they lose the camaraderie and social aspects of working face-to-face with their colleagues, which can isolate certain members of your staff, and cause stress or low mood. Invest in your employee’s benefits portfolio to make sure they can see first hand that they are a valued member of your team, even when out of the office. Offering an EAP or wellness package can encourage mental health check ins, so that WFH can be seen as a benefit for those who may not always enjoy that environment. Make sure to also adopt an “open door policy”. Ensure that Management and Co-ordinators can be reached via emails, work chats or zoom during certain work hours – as remote staff can’t just pop your head around the door. This style of managing can help remove the fear of staff asking quick questions or reaching out for help on tasks, and improve productivity.

Sing digital praises!

Another way to maintain and encourage your team’s relationships is through team building exercises. But move away from the more traditional and somewhat ‘boring’ exercises that have become a stereotype of the modern workplace. In a recent YouGov poll, 60% of people said that their most recent workplace team building experience was embarrassing, and this will only lead to your remote workforce more likely not to show up, and feel more disconnected from your team. An alternative is encouraging peer-to-peer recognition, which is a quick way for your team to show gratitude between departments and workplaces. Sending fan mail to colleagues will show genuine support, and a company wide ‘pin board’ means management can keep track of those whose praises are being sung. It can be easy to overlook positivity, especially when those doing the work are unseen and unheard, but this encourages WFH staff to be looped in with the goings on in the office, and offer credit where it’s due.

Set personal boundaries

It’s important to remember that remote working just is not the right fit for employees. 30% of people asked in a recent survey have found it difficult separating their home lives from their work lives, which not only can cause unnecessary stress on their work and motivation, but also on their relationships at home. It is important when managing remote employees to encourage separate working and living areas where possible. Make sure that their ‘office’ space is not somewhere they typically relax in, as bringing their work into an environment usually reserved for winding down after their computers have been turned off can disrupt their well needed relaxation, and can turn the space into somewhere that makes them feel anxious or too alert. If this is not possible, it may be time to recall them back to the office. Just like encouraging office staff to go for a walk at lunch time, hybrid work can relieve the pressure of working from home. as it brings your employees into a different environment to reset and refresh.

To improve the working lives of your remote employees it is paramount to be a good listener. Make time to listen to your employees, and unpack how they work in an environment that is different from your own. Take into account those who work full time in the office, too: they may have an insight into changes in their peers you may not see on a day-to-day basis. But also make sure that there is time for social, albeit virtual, interactions. Start zoom calls off with a conversation, and take the time to communicate better. After all, clear communication is what makes or breaks a team; regardless of the distance between them.

To find out more about our employee benefits platform, book a free demo with one of our friendly advisors.

So, you’re using My Staff Shop, or thinking about it? But how do you encourage employees to make the most out of the platform and stack up big savings? One issue with employers investing in benefits is feeling that they aren’t being utilised by their employees. There’s no point spending company money on perks that no one uses, and equally staff won’t feel valued if they aren’t offered meaningful benefits. So there’s two questions you need to ask yourself. Are they benefits employees want? And has there been enough communication on how to use and access the benefits?

For the first question, take a look at our blog on what benefits employees actually want. As for the second, let’s look at how you can boost benefit uptake.

Try a tutorial 

The most important thing to help your employees to access a benefits platform is ensuring that they understand where to go and what to do. Getting everyone started with their login, and going through the platform with them is key to benefit uptake. When they know everything that’s available and how to get to those perks, they are more likely to take advantage of what is being offered. When you sign up with My Staff Shop, you will get a free demo with a friendly advisor so that you know everything there is to know. 

Feeling ‘Appy 

Smartphones have made life so much easier, and having all of the shopping apps in one place makes shopping simple. Encourage app downloads to see an increase in platform usage. No one wants to mess around trying to remember passwords and what email you signed up with. Saved passwords and a few taps to reach the platform will streamline the process and remind people to use the platform.

Take the lead

Lead by example! Sometimes people need to see proof of benefit before investing their time. Once they see evidence of financial perks, health and wellbeing benefits, and Learning and Development opportunities, there’s an incentive to give it a try. Get the savings rolling and show them off to your team to see people get inspired.

It’s all in the brands 

When it comes to discounts and savings schemes, people want to know that they apply to popular shops. Name-drop the brands and stores available to see a spark of interest ignite. My Staff Shop offers savings with the big supermarkets (even including Aldi and Lidl!), popular names on the high street, such as Primark and H&M, and even designer brands. Staff can save money on purchases at their favourite stores, whatever their preferences. 

Set a reminder

It won’t be appreciated if you’re spamming employees with incessant messages, but occasionally letting your team know about a really good deal or relevant benefit will increase the likelihood of the offers being taken up. Remind your employees about our monthly lottery and if you see a particular deal that you think will be of interest, let them know!

Helping health 

Employee health and wellbeing is a huge priority, with healthy, happy staff being more productive too. By choosing a benefits platform with an Employee Assistance Programme (EAP), staff have access to more support when they need it. When Blue Monday or a particularly bad news week hits, remind your team about the EAP. Or to help support those fitness and nutrition New Year’s Resolutions or Veganuary, direct your people to the health discounts available on the platform. From gym membership discounts to savings on recipe box subscriptions, there’s something for everyone.

If you haven’t yet taken advantage of the fantastic perks with My Staff Shop, get a free demo and see how your employees can benefit.

Shopping habits have changed dramatically since the pandemic. With online shopping previously looking to destroy the High Street as we know it – there has been a resurgence in the popularity of shopping in person since lockdowns ended and people returned to a more personal shopping experience, and flagship stores are opening every month. So how can you maximise your savings shopping in bustling hightstreets? Love2Shop may be the answer.

Love2Shop cards are a brilliant tool to get the most out of the shopping experience. It is simple to use, and most importantly, accepted in many of the UKs favourite retailers: from M&S to Argos; you can load your Love2Shop card with all the funds needed for a successful shopping trip.
A special added benefit for My Staff Shop members is you can grab a discount every time you top up your card, and bagging the savings whenever and wherever you shop. With Christmas around the corner, The average Brit is expected to spend around £602 on Christmas gifts this year, an increase of 40% from 2022. So topping up a Love2Shop card can help reduce your spending down this Christmas, and help you start the new year more savings savvy.

Reward Beans can also be transferred onto a Love2Shop card, so all your savings and rewards earnt using the platform can be used across different shops all on one handy card.
Love2Shop is also great for budgeting. If you know how much you’d like to spend on clothing, makeup, shoes or things for kids going back to school, you can add the funds at the beginning of the month, and know exactly what you’ll be spending, and where.

My Staff Shop also offers a wide variety of discounts to hundreds of retailers, so if you can’t find it with Love2Shop, you’re more than likely to find what you’re searching for on the platform.
The key is to stretch your money further almost subconsciously. From online to highstreet brands, adding your My Staff Shop account into your shopping habits saves you money with a couple of clicks, and doesn’t shopping feel even better knowing you’re grabbing a bargain?

To find out more about discounts and savings, speak to one of our advisors for more details and get a free demo.

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.

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.