Optimizing Employee engagement in a remote workplace- Offering Exceptional Benefits

 

Offering Exceptional Benefits

As we explore the creation of a positive culture, establish clear career growth plans, and provide personal development opportunities, a crucial aspect of optimizing employee engagement is focusing on "Employee Benefits." While the organization offers remuneration and bonuses, what holds significance is how well the organization has integrated these benefits with the timely needs of its members.

 

The mantra, "Happy and fulfilled people create happy and fulfilled employees," rings true. However, understanding what individuals desire from the organization proves challenging, given everyone's unique requirements and priorities. Therefore, many organizations employ methods such as surveys and polls to gather insights from their employees.

 

Aligning benefits with people's requirements in a timely manner is paramount. This approach provides a sense of ease to individuals, allowing them to focus on their responsibilities without being overly preoccupied with personal concerns. The ultimate goal is to reassure people that their benefits cover most apprehensions, enabling them to concentrate on their roles.

 

The strength of exceptional benefits lies in their capacity to invest in people. In the context of a remote workplace, benefits should be subtle yet impactful. For instance, the organization could offer a fractional portion of company equity as shares or stock options, fostering a sense of ownership in the minds of employees and consequently encouraging greater responsibility in their tasks.

 

Noteworthy tools in this endeavor include:

- Company shares/Stock options

- Health insurance

- Scholarships for professional qualifications

- Loyalty cards/discounts at personal care, medical, and recreational institutions

- Internal welfare associations

- Training and development programs

- Company car/transportation

 

"Employers are increasingly prioritizing the well-being of their employees beyond mere financial rewards. They provide a diverse array of employee benefits to motivate enhanced performance" Stalmašeková et al., (2017).

 

In recent times, some employers have adopted a more individualistic approach to employee rewards, shifting more of the risk (and potential reward) and cost of provision to their people. The landscape of benefit provision has witnessed a widespread transition from defined benefit pension schemes to defined contribution plans, especially in the private sector. Additionally, there is movement from fixed to flexible and voluntary benefits. In a remote workplace, this shift is crucial, considering the absence of daily physical interactions between employers and employees. Effective communication and understanding the pulse of the team become pivotal in such a setting.


If you are a Manager, do you think you know the pulse of your team? If you are a team member, do you think your Manager knows your pulse?



Reference:

Stalmašeková, N., Genzorová, T. and Čorejová, T., 2017, September. Employee benefits as one of factors of work motivation. In CBU international conference proceedings (Vol. 5, pp. 448-452).

 

Comments

  1. Dushantha SamarasingheDecember 20, 2023 at 2:30 AM

    Interesting article. However, companies should be careful about losing the right benefits to award the right employees. In order to gain the optimal result of reward benefits, the company must speak to the heart of the employee with the right reward system. Implementation of Maslow's hierarchy of needs will be an interesting point.

    ReplyDelete
    Replies
    1. Wazeer AliDecember 20, 2023 at 3:30 AM

      Thanks for the input Dushantha, Agreed with you that Maslow's theory would be a great implementation

      Delete

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