According to new research Gridthe industry organization for the group risk sector. This reveals a key difference between simply informing the employees that the advantages existed and actively encourage them to engage.
In the same research, GRID noted that 71%of employers foresee that they will find it difficult to recruit this year, and 95%of those who say that this will have an impact on their business, such as a reduction in productivity (32%), a disruption of the continuity of activities (30%), a negative impact on other staff members, for example, the increase in workload (27%) and a lack of expertise in trade (26%).
Katharine Moxham, Grid spokesperson, said: “We very encourage employers a lot not to leave the staff to take the benefits themselves. Proactive communications on health and well-being support must be prioritized by employers to help keep their current employees and reduce the challenge of finding and hiring new employees. ”
How do employers communicate social benefits?
Regarding the way employers are currently communicating the benefits they offer to employees:
- 30% do it in a welcome pack
- 28% in a personnel manual
- 24% inform employees on the first day of employment
- 22% via campaigns by email
- 21% inform staff before the first day of employment or in a letter of tenders
- 21% use staff display panels
- 20% share information via an intranet company
- 19% do before recruitment, for example, in employment advertisements
- 19% use the support of advisers, suppliers and service providers, such as managing employee service days
- 18% have benefits or wellness champions (staff)
- 17% via platforms and / or benefits of benefits
Why rehearsal is important
Regularly and regularly strengthening social benefits messages on several channels increases the visibility and retention of messages. This is particularly important and considered as best practices, because employees will interact with various platforms and communication formats, according to their preferences or their role. However, only about a fifth of employers provide services before the first day of employment, leaving many new hires ignoring the support of health and well-being at their disposal.
The recruitment process is an opportunity
Promoting the advantages offered in a company can be real support for the recruitment process. He obviously demonstrates that a company appreciates its staff and can encourage applications.
However, after the job announcement, it is not enough to simply include details of any support in a personnel manual that is given to employees on the first day of membership. The first day, the week or even the month in a new role is often intense and the information can be missed. Support for the offer must be regularly promoted to encourage taking.
Katharine Moxham concluded: “Professional, clear and early communication around the social benefits of employees is not only a good house – it is essential for the retention, recruitment and well -being of the workplace. When the staff feels really supported, they are more likely to stay with their employer, so while offering a full set of employees' social benefits, it is just as important to know how these advantages are communicated.
“On the competitive recruitment market today, employees are increasingly recognizing that it is not only the advantages offered, but what they report: an employer who values and truly favors the health and well-being of its inhabitants.”
