Benefits should be treated as an extension of your company’s work culture. They play a crucial role in creating and maintaining the company culture. Employee benefits and office culture should be designed in such a way that they are synchronized. This is a proven and effective way to contribute to your bottom line, gain higher benefit utilization rates, productive employees, and a healthier organization.
Here’s How You Can Integrate Benefits With Company Culture:
Answering Three Crucial Questions
Assuming that you’ve done your research and identified employee benefits that match the current needs of the workers, you should answer the following questions:
- Are the employees comfortable in using their benefits? In other words, are the employee benefits relevant to their needs and requirements?
- Are the employee benefits aligned with the organization’s overall mission, values, and goals?
- Are the employees feeling supported and valued enough by the program? If not, you should make changes to the benefits program and support your employees.
Creating Awareness About Employee Benefits Into Organizational Practices
Hiring Phase: Employee benefits are a critical deciding factor when prospective candidates decide to join your firm. These benefits should be designed competitively and give your company an edge over other firms. Hiring managers should be trained to speak about employee benefits during an interview by creating personal and relatable stories.
When designing job descriptions, consider featuring employee benefits more prominently to make the highest impact possible.
Onboarding: Once the overwhelming paperwork is out of the way, you should communicate the benefits of employee benefits to the new recruitment through less formal approaches. This includes emails, face to face meetings, texts, and on-boarding software if possible. Don’t expect your employees to learn all their benefits by stuffing them with forms and brochures.
Trainings: Training employees about their benefits is a great way to utilize greater productivity yields. HR staff can provide quick snippets into employee benefits by scheduling a small conference every now and then. This training session should give employees a chance to chip in and ask their own questions.
Designing Effective Policies: The leadership should review the company’s policies such as paid time leave, flexible work from home arrangements, and paternity leaves to see you they fit in with employee benefits. If the employee benefits and company policy are not relevant, then it will detract from the overall company culture.
The Top Hierarchy Should Practice What They Preach
Company policy dictates one extreme of the spectrum and the leadership dictates another. The upper hierarchy in the company, such as leaders and managers should serve as role models to other employees in the office. Leaders should be at the forefront of utilizing their benefits to set the right example for others at the office.
Employee benefits aren’t just a small part of your culture. They are essential to the health and productivity of your employees. Businesses that make effective use of employee benefits by consistently integrating their company culture and benefits yield the best results. If the two aren’t synchronized with each other, consult with your own employees for the right pointers.
Sometimes a consultation with an expert can help you design the perfect employee benefits. To see how our experts at JS Benefits Group can improve your employee benefits, drop us a call at (877) 355-6070.
