For benefits to appeal to employees, they must be in line with their profile. An internal search can be of great help at this time. Identify the needs and interests of staff to select the group benefits that best fit there. You can even ask what the professionals would like to receive, explaining that the company will do the necessary analysis and make the decisions.

Analyze costs

It is important to take into account what the budget for benefits will be. Think about the company’s realistic conditions and draw up a plan that “fits in your pocket”, remembering that offering quality services to employees is also fundamental. Be clear about your goals and set investment goals.

Research what is offered by the competition

What benefits have your competitors offered? It is important to conduct this research, checking how other companies may have stood out. Thus, you think about your offers with more clarity and market awareness, being able to reflect on how to differentiate yourself or how to avoid losing talent to the competition.

Offer common benefits

As we explained, you need to be aware of what are the mandatory benefits for your company. There are some, however, that even though they are not provided for by law, they are already very common and even expected by employees. It is important to offer this type of benefit, as the opposite can alienate your company’s talents or generate a negative image. The famous food stamps and health insurance are examples of this modality, but there are also others.

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In addition to the common and mandatory benefits that help employees with needs and interests, we suggest that at least one differential option be offered. The ideas are diverse: ranging from offering breakfast to a place to relax, among others. Choose whatever is possible within the conditions of the company and the costs of other benefits. This will work as a differentiator and an attraction.

Make changes to the plan if necessary

It is always important to monitor the benefit, its functioning and its acceptance. This way, you can make changes to the plan, if necessary, if you notice that there are financial losses or that employees feel dissatisfied. Continuously monitor the Return on Investment, periodically conduct internal satisfaction surveys and talk to employees.

Promote the advantages offered

Job openings must be attractive and, at the same time, true. It is necessary to present, among other points, what your company offers regarding salary and benefits. Show what the professional will receive if hired. This promotes more clarity and assertiveness in attracting candidates.

Since recruitment, make it clear how the benefit plan works and be open to answer questions from employees. Also remember to communicate them if changes to the plan are needed, explaining the reasons, what will be done and how it will work.

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