Employee Benefits

With job hopping being one of the biggest recent problems for HR, the question on everyone’s lips is, how do I keep my current staff? Not only is retaining staff more cost effective than re-hiring, but it saves on time, helps longer-term working relationships to be built, and means less training. So it makes sense that keeping employees around for the long-run is desirable.

Let’s talk salary

One of the main things that can either keep employees around or have them searching for jobs elsewhere, it’s key that their salary reflects their experience, education, time, and job role. It only takes minutes to look online and see if similar job titles are offering up a pay hike, so to prevent your people from getting curious about greener grass, ensure fair wages. This salary should also be flexible to increase, if higher responsibility and more roles are taken on.

Vibes, vibes, vibes

Office culture is a biggie, and anyone experiencing a hostile or unfriendly working environment is unlikely to hang about for long. But office culture doesn’t just mean avoiding nasty coworkers, culture includes a comprehensive DEI policy, encouraging a healthy work/life balance, socialising, and many other aspects of everyday working life.

Employee loyalty can’t always just be bought, so while reaching salary expectations is important, as is cultivating a culture of support, socialisation and positivity. With Gen Z and younger millennials making up more and more of the workforce, this is also an aspect of work life that is increasingly valued by younger staff.

Thank you!

Receiving a thank you for hard work is something that keeps us going during difficult times. Putting in the effort and hours feels worth it when there is gratitude on the other end. It goes both ways too, as adequately rewarded employees are more likely to stay around for longer, amongst many other benefits. Thankless work can be demoralising, and wear staff down over time. Remember to say (and show) gratitude to employees and you will see the boost in workplace motivation.

The only way is up

While some people are happy to stay at the same level in the workplace, many of us are motivated by progression. The promise that we will have opportunities to climb into more senior positions along with time and experience gained, as well as being offered training courses to help facilitate this development is one way that employers can show they care about their employees. Promotions and upgrading job titles (along with wages) are a great motivating factor for giving employees a sense of company loyalty, as well as helping to improve the company’s EVP.

In a hectic and lively office, it is not always easy for an individual to be seen. When deadlines are tight, or companies enter their busy periods, it can often feel like there is no time to voice thoughts and solutions, and when the pressure is on, it may be easier to blend into the background. But the opposite is true: in a study from The Workforce Institute, 74% of employees are more effective at their job when they feel they are listened to, and 71% feel they would be more comfortable to share ideas in the future. So how can companies create an encouraging environment, and boost productivity?

Using reward and recognition to support employees

There isn’t a one size fits all approach to achieving an open and supportive workplace. Each team works differently, and holds different strengths and gaps in their abilities. Consider how your teams react to certain issues in your office; how do they solve these problems? This can be the key to unlocking how they want their voices to be heard. Reward and Recognition programmes can make your employee’s feel proud of their achievements, and have a tangible impression of how their management sees their work.

One example of this is through Fanmail. A quick note to tell employees a specific task or role they played was appreciated can boost morale, and encourage them to keep up the momentum. Fanmail can also be used as a peer to peer tool, helping to form bonds within your team, and fuelling a positive and friendly office. This employee recognition is also good for the business as a whole. Companies are 88% more likely to perform well financially when their employees feel seen and engaged with, fostering a successful environment all members of the team can benefit from!

Putting the ‘M’ in ‘Motivation’

Rewards are also not always applicable to all staff members. Motivation is not always down to a monetary incentive, so presenting tailor-made employee benefits to your team in many forms can cover all your employees needs and requirements. So be considerate that one person’s preference may not go down well with another colleague. Offering a varied employee benefits package makes sure all employees can be rewarded with something that will interest them. In uncertain times due to the cost of living crisis, giving your employees the choice on where to spend their reward can help relieve some of the pressure, and also show that their company has their best interests at heart.

Feedback, feedback, feedback!

Employee surveys can help companies hold on to their best people, as retention of your talent is more affordable and efficient than hiring new members of staff. These surveys can generate important information relating to your team, and open up a dialogue between management and their employees. Whether it’s insights into morale, workloads or the management as a whole, these anonymous forms can help the more shy or quiet colleagues, who in other circumstances may not feel comfortable voicing their thoughts, be seen just as much as their more confident and outgoing peers.

Make sure to hold space for those personal moments too. If a member of staff wishes to discuss things not relating to work, allow them the time to discuss these matters. Don’t press them to disclose personal information, but if given freely, it could make all the difference to your employee and allow them to feel respected by their management. Everyone wants to feel valued at work; and by creating an environment in which your employees can be viewed not only as a team member but as an individual, will help evaluate and solve specific problems quickly and with care.

Keeping employees happy is not just as simple as a quick ‘how’re you doing’: 34% of employees said they would rather quit or change roles than voice concerns with their management, so in many cases, introspection of the businesses practices will help change attitudes. It is important to look inwards about what your organisation itself is doing to form working relationships with its team, and making sure there are the foundations in place to help support employees growth and help them succeed within the business.

We’ve all sat and thought about how we can give the work atmosphere a boost, but other than uncomfortable pizza parties and awkward team building exercises, can anything be done to build up genuine connections and dynamic working relationships for your team? With 22% of UK professionals saying they feel pressured into socialising with co-workers, clearly there is work to be done to help bridge the gap between dreading colleague small-talk and actually relishing a workplace chat.

With the workplace norm becoming a hybrid model for so many companies, building up that social aspect of the office can be even more of a challenge. Let’s explore some ideas for improving company culture.

Building up the bond

As the workplace relationship is ultimately a professional one, maintaining a cohesive team is important. Having someone to feel comfortable discussing work dilemmas and project queries with can help employees with work, while building trust.

Hear us out, workplace activities can be a great starting point. Who wouldn’t want an extra 10-15 minute break in the day? For large corporate companies, it may be best to split into smaller groups for this, perhaps doing activities within departments. From office bingo with fun little prizes and foosball tables, to pub-style quizzes and sweepstakes, having a screen break within a group can help to create a more familiar environment. Not only this, microbreaks at work have been shown to reduce stress and help engagement, so it’s a win-win.

‘Team building’ – a phrase that provokes a shiver and memories of forced ‘fun’. But
teams coming together to problem solve and work on communication doesn’t have to be a groan-inducing slog. Marrying team building exercises with socials can bring some genuine enjoyment with it. For example, doing a themed escape room or murder mystery puzzle can have your team collaborating seamlessly while having fun – if you’re unsure of what would be a popular activity, there’s always surveys!

A key way to build a professional bond is to encourage peer to peer recognition, having employees acknowledge the work that others have done and congratulate on achievements. It may sound obvious saying that ‘well done’ is a must in the workplace, but on a day to day basis, how often do staff actually feel seen for what they have achieved? Everyone needs motivation to keep themselves going, and many of us value encouragement from peers and people on our own level as much as superiors.

Communication is key

This leads to the next point: Communication. A team can’t function properly without it. Promoting an understanding, compassionate, and personable environment is the best way to have a team that gels. And what better way than to lead by example?

Encourage asking for help – we’ve all been new to a job or project and been left scratching our heads and biting our tongues feeling like we have a stupid question. And this is when errors are made! Being able to ask a question and receive a direct answer with no judgement can solve the problem and ease any anxieties in the workplace. 

Patience is crucial, and when some people may be having more difficulty in grasping ideas or tasks than others, receiving tolerant guidance can make a huge difference in the confidence of any employee. No one wants to be told off, and a heavy-handed approach can stress staff out. 

When thinking of communicating, meetings may spring to mind. The image of a stiff-suited, formal gathering around a table may be what is conjured, but it doesn’t have to be this strict. Meetings could be a 15-minute weekly catch up to see what the team is working on, giving an idea of how others may have specialties in certain areas that could help the team. And why not do this with a latte in a relaxed atmosphere?

Keeping it social

The dreaded obligatory Christmas meal. Being asked to join a pub trip but secretly just wanting to curl up in front of the TV. This is a common issue for people that don’t love their workplace. Having staff dos that people actually want to come to of course begins with staff liking the company of their colleagues, but listening can lead to much more successful outcomes for gatherings. 

Something important to remember is to shift focus away from alcohol-based meet-ups, as not everyone drinks or wants to be in an environment that promotes drinking. Yes, the occasional pub quiz is a winning choice for many, but arranging activities outside of work should include things that are accessible and enjoyable for everyone. Whether it’s going to a comedy night, pottery painting, BBQs or bowling, there’s plenty to do outside of pubs and bars. What’s more, if your workplace is partially remote, this is a great opportunity to make up for lost social time in the office.

Trying to organise more frequent socials than just a summer party and holiday meal could surprise you with how many turn up. And once again, surveys are a must! Every workplace is different, so ask for suggestions and tally up the favourites to find out what your people enjoy.

Happy employees make a happy environment

At the end of the day, people who are happy within their job are more likely to project that happiness to others around them. Ensuring a healthy work/life balance and making sure that people are receiving sufficient benefits and resources for wellbeing, financial advice, and someone outside of HR to talk to are all important for employees to have access to.  Less stressed, more comfortable employees are more likely to feel up to engaging in conversation, and as having positive interactions at work can help employees to feel more relaxed, it’s all cyclical!

Salary Sacrifice on the surface may not sound all that beneficial. The word ‘Sacrifice’ brings ideas of hard earned money being taken from employees with each paycheck. But in reality, it can be a great opportunity for colleagues to gain access to services that they may not have been able to afford, all while being eligible to pay less tax. It’s time to dive into the world of salary sacrifice schemes and understand that they’re not as scary as they sound.

What are the benefits?

Salary Sacrifice schemes are becoming more and more popular within businesses. According to recent statistics, 70% of UK pension schemes use it as the default method of making contributions.
So, what are these schemes?

Salary sacrifice is an agreement made by the employee to exchange a portion of their salary for a non-cash benefit. This exchange then decreases their annual pre-tax salary, and the money ‘sacrificed’ is moved to fund their benefits offered by their company. In this way, employees can save each year by reducing their national insurance contributions, and hold onto more of their earnings; all the while cutting their tax and contributing to a scheme that will improve their lives in the long term.

For businesses, it’s a practical way to offer assistance for employees, without taking a large hit to the company’s pockets. If your workers are looking at new cars, bicycles or even planning for their retirement and worrying about the cost; this is the smartest and most economical way to achieve those goals.

Get to know your options

Cycle to Work schemes are a great way to purchase a new bike, without having to pay out all in one go. It works by having an employee pay back their employer for their bike over an agreed period of time. Stretching out the cost in this way helps relieve the stress of paying a large price all in one go, making their paychecks go that bit further.

On yer bike!

Along with the monetary benefit, cycling is great for worker’s mental and physical health. Riding a bike to and from work can help reduce anxiety and improve overall fitness. Getting away from sitting in that rush hour traffic can help reduce commutes, giving your people more free time to prepare themselves for the day, or get back home to do what they love.

Motoring towards savings

If their commute is longer, there are Salary Sacrifice options for cars. If an employee’s car is in need of an upgrade, or they are looking for something more fuel efficient, taking on one of these schemes can be very economical. The cost of new cars has increased up to five times more than wages have in the last decade. Salary Sacrifice Car schemes may not be able to solve this crisis, but they can help make that new car dream more affordable, and the schemes can be more flexible compared to some finance and loans on offer.

Join the EV revolution

Maybe it’s time to look at the latest technology, and get ahead in sustainable living. Electric Car salary Sacrifice schemes can help employees prepare for the future efficiently and without costing the earth. As we move closer to the phasing out of conventional cars in 2030, signing up to a Electric Car scheme can help give peace of mind that employees are not only ready for the new era in motoring, but also that they are doing their bit to protect the environment. Not to mention the road tax breaks received with an all electric car!

So, stop looking at the word ‘sacrifice’ in the wrong way, and start viewing it as an opportunity. It’s a hard time for businesses, the cost of living crisis and economic uncertainty has left everyone feeling the pinch. Offering a salary sacrifice scheme is a cost effective way to secure your businesses finances, all the while helping your employees and strengthening staff retention.

 

As organisations try to encourage their staff to return to the office, the environment you are welcoming them back into needs to be an accommodating, friendly and a safe place to work. It is reported that the average British employee spends 1,795 hours a year at work, so offering a comfortable work environment is beneficial for those devoting so much of their time there. So how can a good office space impact employee satisfaction?

Attention to detail

Often, an employee’s desk is the place they spend the majority of their time each day. Making their desk feel like their own can help them feel more relaxed, and make the office a more friendly environment. Allowing personal touches to desks, such as photos or good luck charms, can build a sense of ownership and pride in their personal spaces; increasing employee’s happiness, and reducing their stress levels in the process.

But it’s not just about employees’ personal items – think about what your organisation can add to the space to make the office feel more welcoming. Make the decision to bring the outdoors, indoors. Introducing plants and natural materials can cultivate a more calming environment for employees. Creating a separate space for breaks and lunches is also vital – reports suggest that not only does eating at your desk decrease productivity, but can contribute to increases in risk of heart disease and related illnesses. Think about the benefits of providing a carefully curated space away from your workers desks, so that they can reset, rest and prepare for the rest of their day.

Support where needed

According to the Harvard Business Review, people with strong mental health are 23% more productive, and physically healthy employees are 17% more productive. Offering an EAP to colleagues will foster a positive office space, and show your employees and potential applicants that your organisation is a great place to work, and offer assistance to improve your employees mental and physical wellbeing. Our new partners, the digital workplace wellbeing platform, provide support with mental health therapies and coaching, to tips on maintaining a healthy lifestyle. Offering these services to your employees demonstrates your organisation’s emphasis on forming a great office environment, and encourages staff retention and satisfaction.

Comfort and care

It’s not just about how our minds feel in an office space, but how our bodies undergo each day. Remembering to sit correctly can be an afterthought for employees and employers alike, especially when working to deadlines and during busy periods. But back pain from incorrect posture can develop into muscular-skeletal disorders, which can cause your employees to need time off, or in some serious cases – leave office environments entirely. Investing in ergonomically designed chairs or footrests will help combat these aches and pains and make sure employees can focus on their work, improving your organisation’s labour productivity.

Another common issue is eye strain. The average worker spends 1,700 hours a year in front of a computer screen, which can increase risk to their vision. So consider offering anti-bluelight screens to those colleagues whose eyes may be in need of some extra protection, and encourage regular screen-time breaks to relieve some of that pressure.

Creating a great space isn’t just about communal and personal space within the office, but these elements plus offering EAPs and support gives your people the best employee experience they can get. Aiding your employees with their mental and physical wellbeing, whilst encouraging control within their personal and shared spaces will provide an environment both accessible, and constructive.

 

Most people are aware of the high levels of financial stress dominating the UK. In fact, Champion Health found that 37% of those surveyed listed financial pressure as a top cause of stress outside of work in 2023. With the cost of living crisis being a glaring issue for many of us, shaking off that bothersome cloud of worry is easier said than done.

Paying the bills, mortgage, and groceries can be a struggle month to month, let alone having a rainy day fund in case of emergency. Being productive and positive in the workplace when battling with this can feel like an impossible task, so by helping employees to manage financial wellbeing, creating a more stress-free environment can be achieved.

So…how do I help?

Obviously increasing employee salaries would be ideal, but when that isn’t an option, there are still steps that you can take to assist you employees with saving money and managing finances.

Let’s talk

A problem shared is a problem halved, right? Sometimes part of the issue when it comes to stress is bearing the burden of it alone. Having someone to talk to such as a counsellor can be a huge source of support when it comes to stress that’s impacting mental health. This is where having an Employee Assistance Programme (EAP) in place comes in handy.

For when help is needed with specific financial advice, there’s also experts that can provide that with the EAP. Receiving money management assistance can be a game changer when it comes to budgeting, so having access to this tool is a win.

Savings, savings, savings

With food inflation up 16.3% in the most recent year up to April, the food shop often comes with a familiar sense of dread once reaching the checkout. The stomach-churning cost of living crisis has been difficult for most, and reducing everyday costs in any way is a high priority for many of us. Discounts and Reward Beans offers for the most popular UK supermarkets provide a way to save a bit of money on that regular shopping trip. And it’s not just supermarkets; you can save with top retailers on clothes, electronics, and event tickets.

Magic beans

So what is special about our Reward Beans? This virtual currency allows you to save up from your purchases to reach a custom goal: be it for shopping, to put into an ISA, or for charity. With each purchase made through My Staff Shop, your employees can collect Reward Beans and have extra savings for no extra cost!

Worried that your people don’t seem as happy as they could be? The UK places 12th in the world in terms of employee satisfaction, with 74% of employees feeling very satisfied. But with one in three staff saying they are unhappy in the workplace, there is still a way to go for overall satisfaction.

There are many ways HR can combat a poor organisational culture, but not everyone knows how to take the best course of action. It’s time to ditch the ‘working for the weekend’ mentality and start looking for the joys in the job.

Spot the warning signs

Let’s be honest: It has not been easy over the last few years. The changing landscape of the workplace during the pandemic has left a lot of people feeling lost at sea without a paddle, and adjusting from working from home can cause friction, especially if employees joined an organisation during this turbulent time. Stress can cause ‘burnout’: a culmination of workplace stress that has not been managed correctly. If you are finding staff retention is low, there may be underlying issues of burnout amongst your own employees.

There are the more obvious signs too. Staff members turning up late, or a drop in productivity can show a decline in the work environment; while more subtle indications of unhappiness include not engaging in office culture, or increasing conflict with colleagues. Once you spot these signs, it’s time to get that flow of communication up and running again, and start to work on making your organisation as stress-free as possible.

Talk it out

Open and clear communication is vital in a happy workplace. It may seem simple, but maintaining a strong dialogue with employees will help keep motivation and morale high. Consider opening up weekly or monthly wellbeing check-ins with your employees, and create a safe space for them to drop in and access a clear and direct line of communication.

Online surveys are also a great way to gather data on how your organisation is feeling about their environment and work, especially if you have a large business with a lot of employees. Sites like Survey Monkey or Google Forms are an easy, anonymous way to assess the climate of the workplace. You can take this data and produce it as a report for your management team to really get to the core issues needing to be addressed. Handing this power over to employees is a great way to show that their voices are being heard and respected, and the data is a real advantage to an organisation; it identifies those core areas and factors that are important to employees but also things they find unsatisfying. You may be surprised to find what the catalyst can be for issues in your organisation.

Advocate appreciation!

My Staff Shop offers a wide array of ways to increase employee satisfaction. We can help show appreciation in a way that is actually beneficial to your employees, like being able to buy gift cards or trips with the Rewards Beans they’ve earnt.

Fanmail not only allows managers the option to award hard work, but employees’ can provide peer-to-peer recognition too. It helps to encourage the camaraderie and teamwork that will get them through the tougher days, and create a more cohesive unit.

You can also help reignite passions your employees have, with access to courses in skills from learning a foreign language, to career development and design. Not only are you helping to grow your employees’ opportunities, but these skills could improve your business, and help employees excel in new areas of your organisation.

Don’t discount the discount

With the cost of living crisis harming labour productivity, discounts on supermarket shopping can really help ease the anxiety employees are having. Covering the basic needs of life like the food shop can create a foundation in which your employees can start to relieve their stress, and the discounts on day-to-day life essentials add up, and help make things feel a little easier.

In-the-moment support

My Staff Shop also offers an Employee Assistance Programme for your team to access whenever they may need it. Whether it be for peace of mind, or crucial care, an EAP is a great way to show that your organisation has its employees at its heart.

Yes, it’s hard right now. And employees should find HR a safe space to talk about their unhappiness and anxieties. Talking things through openly and honestly is the best way to build trust with employees, and encourage a stronger business that values each individual. Offering benefits on top of this, will further advance your company into a place which your employees feel heard, seen, and most importantly appreciated. Happy days!