Only 15% of employees feel engaged in with the company compensation and benefits, according to Gallup’s State of Global Workplace – an American consulting and analysis company based in Washington D.C. Surrounded by compensation and benefits, the beneficiaries, after all, do not really “enjoy” their benefits.
Currently, in companies many benefits are provided but the lack of flexibility lowers its effectiveness towards employees. Therefore, in the face of challenges to retain talent, businesses cannot only base on general trends and needs to build welfare policies, but need to refer to employees’ own expectations on various aspects of welfare through the following 3 criteria:
Flexibility according to demands: Employees may have the same needs, interests, and desires but with different approaches. Therefore, providing flexible benefits according to demand is becoming a new trend because of its flexibility and personalization. In Vietnam, there are many platforms that help businesses provide tailored benefits to employees.
Prioritize the suitability: To avoid the situation of providing unnecessary benefits, businesses can prioritize benefits according to different groups of employees. For example, supporting working parents on Children’s Day or providing flexible benefits for specific groups of employees through digital platforms such as Vui App of Nano Technologies.
Change the mindset, and respect employee benefits: To prevent a long and uncomfortable company trip, leaders and the HR department can help arrange the time and notify clients in advance so as not to disturb them during the trip. Also, respect from the leader is also an invisible “benefit” that employees hope to receive.
According to HR experts, the tailored benefits plan is a “win-win” strategy that not only motivates employees but also sustains employee engagement.
Source VNExpress
