Benify and mobility provider Athlon launch a new mobility proposition in the Netherlands and Germany. The benefit is available through the Benify compensation and benefits portal, which allows employees added convenience in managing their yearly transportation budget anytime and anywhere. The solution encourages employees to make eco-friendly and efficient choices in order to travel from point A to point B— while not limiting their mobility options.
The new, flexible benefit provides employees with flexibility and improved work-life balance. Employees’ yearly commuting budget covers the costs of their transportation preferences, and the offer allows them to take advantage of the full scope of mobility options Athlon offers. Increased flexibility means a person living in walking distance to his or her employer may not need a company lease car but can easily make selections that better serve his or her needs and preferences. In addition, unused allotted mileage is awarded as a bonus and can be traded for other worksite benefits available to the employee.
By presenting this new solution, Athlon and Benify are meeting the increasingly higher demands and ambitions that both employers and employees hold for their mobility benefit. The arrangement empowers the employee to receive moral, as well as, tangible rewards from a popular employee benefit. For employers, it helps manage cost and eliminate waste, helping them to meet their financial and sustainability goals.
How does the modern employer approach their employee benefits and rewards strategies? Employers realize that today’s employee is a complex entity – more mobile than ever, with increasing needs to achieve a work life balance and ever-growing expectations as to what they feel their employer should provide. To design a benefits and rewards offering, employers are forced to evaluate their employee base as a whole and determine what would be appealing to both attract and retain their talent.
Knowing that benefits and rewards strategies can differ, we asked employers’ about their priorities so as to get at “the big picture”. We surveyed 1,195 HR professionals from over 40 countries worldwide to find out what tops their employee benefit wishlist. We wanted to understand employers priorities based on what motivated their employees.
From the resulting data, we compiled a list of the top 10 most popular employee benefits. The result shows us that employers do recognize that each employee is unique – with different wants, needs and expectations – and that employers respond by adjusting their offerings to them. Survey respondents shared with us what their employees value and their answers ranged from flexible working hours to great colleagues. What we see is that above all else, today’s employees crave choice, flexibility and autonomy in managing their own decisions.
You can download the report below.
Scania is a leading manufacturer of trucks, busses, and industrial and marine engines. Today, the company has over 44 000 employees around the world and sales in over 100 countries. As the world becomes smaller, the competition increases when it comes to attracting, developing, and retaining the market’s best employees. To maintain its position as an attractive employer, the company must be innovative and be in the forefront in terms of what they offer to their employees.
The state-owned company Swedavia owns, operates, and develops ten airports in Sweden, from Kiruna in the north to Malmö in the south. This network of airports not only connects places in Sweden, but acts as Sweden’s gateway to the world. Swedavia was formed in 2010 and in 2015 alone, 37.6 million passengers travelled to and from the company’s airports. The company employs more than 3,300 people and turned over SEK 5,416 million in 2015.
Benify together with L’Oréal Germany, has been awarded one of the main prizes at the prestigious HR Excellence Awards held in Berlin, Germany. Both companies’ efforts in successfully implementing the My HR Reward Portal surpassed those of competitors from several top European companies. Their collaboration resulted in their taking home the prize in the “Compensation & Benefits” category.
More employers are looking at benefits as a new way to attract and retain great employees. To take advantage of benefits, employees need to understand what options are available, what’s covered, and what steps they need to take. That’s why it’s important to educate and communicate the role benefits play and make sure employees understand the wide selection you are offering them.
Employee engagement is key to attraction and retention of talent. It is a key aspect of how involved an employee is within his or her role and within the organization as a whole. For the organization, having employees who participate and are involved with colleagues, customers, and overall goals is essential for ensuring competitiveness and growth.
According to Gallup, which has tracked employee engagement for the past 15 years, only 13% of the workforce worldwide is engaged. What makes an employee disengaged at the workplace? –And what can HR do to identify and address these issues before they spread from one worker to the next?
Together with L’Oréal Germany, Benify has been shortlisted in two categories at this year’s premier European HR Excellence Awards in Berlin. The prestigious gala will bring together a selection of the world’s most respected employer brands to celebrate innovation and excellence in HR. Leading the nominations is Benify, together with its client, L’Oréal Germany.
Most organizations agree that attracting the right talent is a challenge in today’s competitive labor market. To meet this challenge, companies must clearly communicate and visualize a reward plan to attract, retain and motivate key talent. This total reward strategy should integrate key components including total compensation, benefits, work-life balance, training, career and personal growth opportunities. The problem up until now was that, when asked about their total remuneration package, as few as 20% of all employees were able to communicate their full remunerative package. Most neglected to include the various other important provisions and contributions which our clients typically provide for them.
Vodafone Netherlands is one of the biggest mobile operators across the Netherlands with more than 5 million customers. Together with their subsidiary Belcompany, it is able to support this through a strong network of 3,838 employees nationwide. Vodafone’s philosophy is embodied by its trademark “power to you” – which is not only representative of its philosophy in empowering its customers, but is also at the heart of its employer branding philosophy. Having worked hard to foster and nurture a modern, mobile and flexible working environment for it’s employees, Vodafone Netherlands approached Benify because they were looking for a way in which to invest even further in a more flexible working strategy and save costs in the process.
When one of the largest banks in Scandinavia approached Benify and explained it needed a way to reach employees, we knew we could help. After all, our solution was built to engage employees and better involve them in their employment decisions. The bank wished to take advantage of recent legislation allowing voluntary transfer of salary into retirement savings, and it was historically hard for it to explain complex products in a simple, compliant way. The bank sought a distribution channel and a smooth and effective way to enroll employees into its retirement products. Its goal: to reach 700 companies.
Understanding the elements of employer branding is vital in crafting successful recruitment strategies. It starts with how you treat your employees- and what they say about your organization. It ends with how well you can attract the talent you need. Below are some facts that can support your plans and inspire, too:
When we consider 2016, we see five trends that have shaped the HR field in which we operate. Understanding these market developments is important so that we can prepare ourselves for the coming year. The first topic examined is the shift in viewing employees as customers. The second market characteristic, is the growing relationship between HR and Marketing, and the third considers employer branding and the role of employees. The fourth looks at the growing power of HR departments, and the final trend we analyzed looks at benefits enrollment:
When we consider 2016, we see five trends that have shaped the HR field in which we operate. Understanding these market developments is important so that we can prepare ourselves for the coming year. The first topic examined is the shift in viewing employees as customers. The second market characteristic, is the growing relationship between HR and Marketing, and the third considers employer branding and the role of employees. The fourth looks at the growing power of HR departments:
When we consider 2016, we see five trends that have shaped the HR field in which we operate. Understanding these market developments is important so that we can prepare ourselves for the coming year. The first topic examined is the shift in viewing employees as customers. The second market characteristic, is the growing relationship between HR and Marketing, and the third considers employer branding and the role of employees:
3. Employees: Word of Mouth, Multiplied
When we consider 2016, we see five trends that have shaped the HR field in which we operate. Understanding these market developments is important so that we can prepare ourselves for the coming year. The first topic examined is the shift in viewing employees as customers. The second market characteristic, is the growing relationship between HR and Marketing:
2. HR and Marketing: A New Love Affair.
Benify has been in the HR field for more than 12 years, primarily focused on making it Great at Work for employers and their employees through our innovative technology. With over 1,000 clients globally and nearly 1 million users, we continue to keep our fingers on the pulse of HR trends and market developments. In fact, when we consider 2016, we look back at our learnings from the two key HR tech conferences in Europe- in both London and Paris, as well as events we have attended in employer branding and benefits selling. We learned from our partners in various markets and from the feedback gained from our customers at various events we organized.
At HR Tech in Paris last week, Benify showcased its technology solution in support of easier, better, and more efficient compensation and benefits management. One of our founders even gave a product demonstration and showed how our innovation meets the demands of HR departments who seem to have less time (and more pressure) to implement employer branding and employee engagement strategies. Personalized messaging; visualization of total reward; increased (and easier) benefit enrollment; and anytime/anywhere access were discussed.
Strategic HRM aims to align the practice of managing employees with the long term goals of the organization. According to SHRM, The Society of Human Resource Management, Strategic HRM “deals with the macro-concerns of the organization regarding structure, quality, culture, values, commitment, matching resources to future needs, and other longer term people issues. It gives direction on how to build the foundation for strategic advantage by creating: an effective organizational structure and design; culture; employee value proposition; systems thinking; an appropriate communication strategy; and preparations for a changing landscape, which includes downturns and mergers & acquisitions.” Sustainability and corporate social responsibility are additional areas to manage.
It is said that there are three types of companies out there: those who put their shareholders first, those who put their customers first, and those who put their employees first. Whereas we do not believe that any company’s personality can be so easily summarized, we do agree that companies should focus on people. Specifically: that companies should take their employees as seriously as their customers and shareholders and think in terms of how to manage, nurture, and inspire them in an economically sustainable way.
Some thought leaders say that through technology, employees will be working less, working differently, and even working anywhere they want. The conversation in HR circles extends this idea to predict that technology will even “disrupt” HR’s role in any given company, and traditional methods used to interact with employees will become unfashionable, outdated, and ultimately, extinct.
Partnership with a capital “P” is something we have excelled at since founding Benify 13 years ago.
We began with a focus on our customers- HR directors- and their employees, as we efforted to understand their collective and individual needs so that we could truly make it Great at Work. We worked to increase employee engagement and improve employer brand long before these were buzz words.
In many parts of the world, it is open enrollment time. That’s when an employee is offered group insurances by HR and can select coverages for him or herself plus family members. This can mean deciding to continue with certain insurances or trying new programs for added protection. During open enrollment season- and even “any-time” enrollment that occurs during recruitment or otherwise, an employee must determine if the coverage is needed and for whom. He or she must weigh the cost and understand whether electing the insurance decreases overall taxable income— or if it is “an extra” paid out of pocket on a voluntary basis.
Kuehne + Nagel in the Netherlands is one of the world’s oldest and most prominent logistics companies and a market leader in providing global logistics services across key industry sectors. Kuehne + Nagel provides its customers with advanced logistics solutions. As many as 50 percent of the goods which enter the European Union do so through the sea and airports of Rotterdam and Amsterdam; this makes Kuehne + Nagel a leading logistics lifeline for the rest of Europe.
Most would agree that positive first impressions are important when meeting new people. It sets the tone of the relationship. So, why not treat your onboarding process as a way to create a positive first impression when your new hires meet your company? True, they have met your company during the interview process. We’d point out that they really get to understand what it’s like to work at your company during the onboarding process. Make this impression count!
Engaging employees and making it Great at Work for them should be every company’s goal. After all, motivated employees naturally become more involved. And like dominoes, one result leads to another: A “happiness plus” culture marked by dedicated employees is created. They begin to enjoy being at work. Their productivity increases. Word gets out and next thing you know, the company is more able to attract and retain talent. Its reputation as an employer improves. Then its overall branding strengthens, giving it a competitive edge.
Engaging employees and making it Great at Work strengthens a company’s employer brand.
Most companies focus only on their product brand- their logos, taglines, and how they market what they produce so that they can get and keep customers. But what would a company be without its talented workforce? And how do companies find— and hold onto— their employees? It’s the other brand that matters. Known in HR circles as “employer branding”, it’s what we at Benify understand as paramount to a company’s success in the marketplace. Why? Because people must want to work at a company to be productive, and how a company treats its workers is an important ingredient in building its reputation.
Employee engagement is something many companies are concerned about, as it helps with productivity, recruitment, retention, and employer branding. However, understanding if one’s employees are engaged and figuring out what to develop to further engage them, can be challenging. There are, of course, many tools out there to help HR departments assess their employees’ engagement.
A new report released by the Society of Human Resource Management (SHRM) called The New Talent Landscape, discusses an important aspect of today’s labor market: the difficulty finding and recruiting qualified employees. The study is based on a survey of American corporations, but the challenges reflect the pains felt by many HR departments around the world. According to the report, 68% of HR professionals across industries report challenging recruiting conditions in the current talent market. The research points to a lack of qualifications for the types of jobs that are open, as well as a low number of applicants for available positions:
All employers know that the employment package includes not just gross salary but all that is involved in making employment possible- and desireable: health and dental insurance; wellness programs; retirement plans; fringe benefits and all the other extras; the value of paid vacation days, holidays, and time off; and of course- all the employer paid taxes.
Benify’s latest study defines everything above gross salary as Bennies and uncovers three surprising facts when considering total compensation as gross salary plus Bennies:
Earlier this year, Benify released a study that delved into the question: Do employees appreciate the full value of their employment? We found that actually, 8 of 10 do not. When asked about the value of their employment packages, all pointed to their salaries– but not all knew and appreciated everything else that made their employment possible.
This underappreciated employer investment includes: insurance and retirement plan contributions, cafeteria and meal subsidies, commuting discounts, company events, learning and development opportunities, employment taxes, paid time off, and more.
In order to engage and retain our workforce- which seemed to double each year- we realized that we had to articulate and communicate our unique culture to both existing employees and especially to new employees both at the head office and in global offices. We wanted to keep our DNA intact and to ensure that as we grew and spread across locations, that we would not lose the fun, creative, and energetic personality that we know is responsible for our success as a company.
In April, Benify joined companies from over 30 countries at World Employer Branding Day in Prague, organized by Employer Brand International. There, we met with Brett Minchington, the event’s organizer and expert on the subject of employer branding. He describes an employer brand as “the image of your organisation as a ‘great place to work’ in the mind of current employees and key stakeholders in the external market (active and passive candidates, clients, customers and other key stakeholders).” He continues his explanation by stating that, “The art and science of employer branding is therefore concerned with the attraction, engagement and retention initiatives targeted at enhancing your company’s employer brand.”1
Why not ask them? We asked our own employees about their impressions of Benify in order to articulate the essence of our culture and understand what draws candidates to join our team. We asked what it means to work at Benify and what it means to be Great at Work.
The results of our employer brand assessment revealed what we knew to be true. As a company, Benify: Shows Love and Thinks Ahead and Exceeds Expectations in designing, implementing, delivering, and servicing a client. Similarly, a Benify employee: Shows Love in how he or she interacts with colleagues and with customers; he or she Thinks Ahead when planning and executing on projects; and he or she Exceeds Expectations to deliver the very best outcomes both internally and externally.
We all know what “benefit” means—i.e., a positive result or more specifically, a workplace offering such as group insurance, vacation days, or even coffee.
To us here at Benify, a person or company can also enjoy the positive feeling that comes with providing or receiving a workplace benefit. We call this happy feeling “becoming Benified”—and it is something that we specialize in. We make it both possible and easy to both give and get all the things that go beyond the paycheck.