Attract & retain the most talented people
Our impartial consultants are ready to help your business:
- Source the ideal benefits scheme within budget
- Simplify the setup, management & claims process
- Gather free quotes tailored to exact requirements
Why offer an employee benefits scheme?
An employee benefits package is a key weapon in the armoury for any business looking to recruit and retain talented employees. An employee survey by QuickBooks, revealed that almost half (48%) of workers feel benefits would make them stay at their job even if another company offered them a raise, while nine in ten claimed they’d give up a 5% raise in exchange for more benefits.
Another recent survey concluded that the talent shortage is at a 15-year high which suggests the importance of delivering an enticing benefits programme is increasing.
The best employee benefit schemes provide effective health and wellbeing support to the whole team, helping them remain happy, healthy and motivated. The business itself stands to benefit in unnumerable ways, including through:
- Improved morale
- Increased productivity
- Improved Employer Value Proposition (EVP)
- Improved employee engagement
- Improved recruitment
- Reduced absenteeism
- Reduced presenteeism
- Reduced staff turnover
Find the right employee benefits scheme for your business
At Engage Health Group, we’re experienced in designing, implementing and managing employee benefit packages for companies large and small. Find out more about the expert advice and guidance we offer on:
“Engage Health Group were great. Quick to respond, knowledgeable and personable. They worked on an ideal plan for my business and it was up & running at pace.”
How we work with you
Learn & Understand
We begin by learning about your business, its current challenges and desired outcomes.
Share Intelligence
We provide insider knowledge into what business of a similar size and sector offer their workers.
Design & Create
We work out the best solutions for your business, present them to you and agree on timeframes.
Negotiate & Price
We liaise with ALL insurer and service providers to obtain the most competitive pricing.
Launch the Policy
We set up and implement the policy/scheme on your behalf to ensure a smooth start.
Raise Awareness
We provide bespoke literature and perform onsite presentations to promote benefits to staff.
Manage the Scheme
We handle the everyday management of the scheme so you don’t have to.
Review & Evaluate
We perform annual market reviews to ensure your scheme remains effective and competitively priced.
employee benefits
4 ways to improve any employee benefits scheme
Each business has its own unique culture. But certain pearls of wisdom apply to all companies whatever the industry, workforce demographics or budget. In our experience the following considerations are often overlooked by businesses with an established benefits scheme.
1. Blend your approach
Placing all your focus in just one camp can leave your benefit provision lacking. An insurance-heavy approach (Group Health Insurance and Death in Service, for example), whilst excellent to provide, can leave staff disengaged, as these types of benefits are only realised when staff are unwell or the worst happens. They are the benefits they hope they’ll never need!
A wellness-heavy approach (gym membership and stress management services, for example) is proven to make staff feel more engaged as the benefits can be utilised more frequently. However, they aren’t much use if someone needs physiotherapy or an urgent diagnostic scan.
When piecing together an employee benefits scheme, a blended approach can deliver the best of both worlds.
2. Promote and communicate
Once you have decided upon your benefits strategy, it’s important to educate your employees. They need to know what they have and how to use it, otherwise the benefits will likely to become redundant and unappreciated.
If you are using an independent intermediary to assist you with sourcing, devising and implementing your benefits provision, do ask them to assist in how best to communicate the finished article to employees. Any good intermediary/benefit consultancy will be happy to deliver employee presentations, develop bespoke written guidance and spend time at your premises to answer employee questions and promote the value being provided.
3. Manage in one place
Many organisations make the mistake of managing different types of coverage across separate departments. For example, insurance policies such as Group Medical Insurance and Business Income Protection are sometimes managed by a finance department, whereas wellness provision such as Health Cash Plans and Health Screening are managed by HR.
This compartmentalised approach reduces the opportunity to drive cost efficiencies. If your business is working with multiple insurance service providers via different business departments, it’s likely you will pay more overall, encounter greater confusion and find it increasingly difficult to achieve your overall objective.
4. Measure success
Even if you are spending a small percentage of gross payroll on benefits, continuous review should be a priority. Some key questions to ask:
- What are we getting from our current benefit provision?
- Is it still valued by staff?
- Do our partners/providers align with our company culture?
- Are we paying too much?
- Is it effective?
An annual review (as a minimum) will help avoid stagnation, maintain relevance and ensure businesses get the best possible return on their investment.
“When people flourish, your business flourishes too.”
