Archives for July 2014

The importance of communicating employee benefits {infographic}

employee benefits communication

You can offer your employees the world’s greatest perks – but if they don’t know what they are or where to find them – you’ll only ever be half way there. The launch and ongoing success of an employee benefits program is based largely on how well it is communicated.

According to Metlife, employees who agree their company has effective benefits communications are more than twice as likely to say they are loyal.

Benefits are a smart addition for any organisation, provided they aren’t hidden from the people they’re intended for.

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Attracting and retaining talent with employee benefits {infographic}

shutterstock_156723653 (1) It can cost up to 5x an annual salary to replace a departing employee, but the reasons people leave may be different than we think.

The assumption is they’re going in the pursuit of more money, but research shows employees who are happy with their current compensation will move on for comparable wages if other factors are met elsewhere.

Today’s worker is shopping around for an offer that gives them reasons to join an organisation – and reasons to stay. Above and beyond an attractive salary, a business’ competitive advantage in the attraction and retention of talent could be a compelling employee benefits range.

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10 things leading employers do for happier employees {Slideshare}

Workplace happiness

There are many well-known and documented benefits to having a happy workforce, including higher levels of engagement and lower rates of attrition. Employees that find joy in what they do are fundamental to maintaining a successful culture.

Yet according to a Seek survey, 77% of Australians are less than happy in their jobs after a year, and 6/10 would not recommend their organisation as a great place to work.

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This is why you need to capture your employees’ hearts and minds

hearts and mindsContrary to common belief, job satisfaction and employee engagement aren’t the same thing.

In fact, satisfaction in a role is the precursor to being engaged. It refers to how employees respond when their basic needs are met, but not the effort they are prepared to outlay. An employee who’s satisfied in mind will do what’s required for their employer, but probably not much more.

On the other hand, engagement builds from satisfaction. It defines the level of emotional connection to an organisation and factors in discretionary effort; the difference between gladly giving what one’s capable of versus the bare minimum. Employees who are engaged generally have an enthusiastic mindset and are willing to go the extra mile for reasons more than salary.

In other words, their mind is in it – and equally so is their heart.

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