Holiday Extras took a phased approach to communicating its flexible benefits scheme when it was launched in 2011, with the aim of engaging as many employees as possible.
“Things like podcasts, online video tutorials, presentations available via YouTube or the organisation’s intranet site, can be quite good, and employees can digest in their own time.” Self-service communication tools that enable employees to dip into their employer’s flex scheme when it suits them can help keep the scheme at the front of their minds, says Duffy. Throp adds: “The annual enrolment comes round again, and the danger is that employees just tick the same boxes and make the same choices that they did last year, and they don’t necessarily engage with it, but employers would like them to.” If an employer fails to keep its communications strategy updated, this can result in employees making passive choices about their flexible benefits or, worse still, the flex scheme being forgotten altogether. “Why does it make sense for the employee? What’s the value and how does it fit in with the overall story of why an employer rewards and recognises its people?” “In other words, why does have flex and why does the scheme make sense for this organisation?” he says.
Nick Throp, co-founder of communications firm LikeMinds, says flex has to be seen as part of the employee/employer narrative.
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“However, people need a range of communication tools so that they know what flex is, how to access it and why they should make their choices.”Įmployers must explain the underlying message of their communications strategy to maximise employee engagement.
“Communication of flexible benefits is becoming more and more online,” says Duffy. These may include emails, desk drops, posters, briefings, roadshows, videos, and one-to-one meetings. No two employees are the same, even if they are performing the same job, so communication strategies must be tailored to employees’ preferred methods of communication. Employers can spend all that money setting it up, and even if it’s meant to be cost-neutral, it can be a waste of money.”ĭebby Hannaford, benefits consultant at NorthgateArinso, adds: “The key phase is to engage with employees and their expectations so that they know what is going to happen, why it is going to happen and how it is going to affect them.” To optimise employee support, employers must engage staff by ensuring they are aware of the benefits available to them.Īlex Thurley-Radcliff, strategic consultant at Shilling Communications, says: “Whatever does, it’s all about awareness, so get employees to take genuine action themselves, otherwise just fades into the background. Esto te proporcionará un código que con el conocimiento de programación necesario te permitirá insertarlo en tu site.Employee support is key to the success of any workplace strategy, and flex communication is no different.
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