Attract, Recruit, Retain
A great employee reward package is a key component of creating a strong and vibrant identity that your employees can find affinity with. Satisfied employees play a central role in the development of a credible and robust employer brand.
If you’re like many HR managers, you probably already have a strategy for communicating your company’s Employee Value Proposition. You can easily communicate this through My Staff Shop’s platform.
Bespoke Branding
To maximise the EVP of your reward platform brand, your benefits portal can be tailored your way. Every time an employee logs into their My Staff Shop’s account your business branding will be there. Reciprocation is a powerful tool to build loyalty. Branding your platform demonstrates that you care.
Creating an EVP
There are many steps to creating an EVP that matches your business goals and My Staff Shop gives you the tools to create an exciting and engaging platform to create something that your employees really value.
Imagine you're looking for the perfect job, what would that job enable you to do?
Save a little more money each month?
Spend more on what you want, because of unique discounts?
Instant anonymous assistance for any problem that crops up?
Enhances Teamwork Spirit
Reward and Recognition Enhances teamwork spirit
Feel aligned with a Strong Employers Brand
Work with stronger colleagues
IF any of those questions you have answered yes to, My Staff Shop is the employee platform for you.
Reward Beans
The more your employees use My Staff Shop, the more benefits they acquire. Reward Beans are a unique virtual savings currency, enabling them to spend their savings and rewards on an ever-increasing range of goods and services on My Staff Shop.
In fact, they can spend Reward Beans on almost anything – from simply buying a gift card or an e-code to purchasing a holiday of a lifetime or a short break.
To make saving easier for your colleagues, they can tailor their reward beans page to match their goal.
Research by LinkedIn shows 89% of employers believe their staff leave for more money. When people changing jobs were surveyed, only about 12% said that their salary was the primary reason for leaving.
