Improving an organization’s employer branding is something that Benify has been doing since its founding in 2003. TUI Nordic expressed it wanted to work in a more proactive way to strengthen its employer brand, and we knew we could help based on our experience.
TUI’s HR department focused mainly on administrative tasks and lacked the time to spend on strategic initiatives. The organization was looking for a tool that would decrease manual burdens so as to allow it to better focus on making TUI a better place to work for both managers and their employees. TUI Nordic picked Benify as their partner, and we developed a smart compensation and benefits portal to automate certain processes and functions and engage their employees starting with onboarding.
Learn how we helped TUI Nordic improve its reputation and inspire its employees. Download the case:
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:
- 36% of candidates say they apply without doing research.
- A strong employer brand leads to 50% more qualified applicants.
- The average Glassdoor rating is a 3.2. and 35% of candidates say employee testimonials are the most valuable piece of recruitment marketing content. Infact, Employee content is among the most trusted content behind friends and family.
- A company’s career site is still the number one place candidates research employers.
- 76% of candidates would sacrifice on salary for a better hiring experience.
- 84% of candidates would consider leaving their current job if offered a job from a company with a stellar reputation.
- 76% of candidates want to know what their day to day will be like.
- 75% of job seekers consider a company’s employer brand before applying for role.
- Companies with a strong employer brand see 31% higher inmail response rates.
- Your employer brand matters for revenue too, Virgin saved millions by upgrading theirs.
Start the year off with an overview of facts and statistics to support your HR strategies:
- 94% of candidates are likely to apply to a job if a company actively manages it’s employer brand.
- The number one obstacle to candidates in the application process is not knowing what it’s like to work at an organization.
- Companies are overpaying on salaries by 10% if they don’t have a strong brand.
- Over 72% of candidates spend more than 1 hour researching a job before applying.
- 86% of HR professionals agree that recruitment is becoming more like marketing
- 69% of candidates wouldn’t take a job at a bad company, even if they were unemployed.
- 76% of candidates are explicitly looking for what makes a company an attractive place to work
- The average candidate uses 18 different resources to research a company before applying for a job.
- A strong employer brand can lead to a 50% decrease in cost/hire.
- A strong employer brand can lead to a 28% increase in retention.
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:
5. Benefits Enrollment: Missed Opportunities.
Employees lack a basic understanding of the value of their employee benefits. They point to (just) salary when asked what they get from their employer. Employers, on the other hand, view employee benefits- including voluntary insurances and retirement planning- as a key way to improve talent attraction, retention and engagement. However, when what is offered is not known by employees, their appreciation and participation remain low. Add in painful enrollment processes, and we reach what can only be called: a missed opportunity. More employers and benefit carriers have begun addressing this through technology.
Enrollment in group benefits and insurances does not need to be difficult, administratively painful, nor confusing. Technology is a simple solution that ensures smooth registration and data processing for employees, employers, and the brokers involved. Benify offers such a solution to maximize participation levels and positive experiences.
To download the entire 2016 Year in Review analysis, simply fill out the below form. To learn more about our enrollment solution, contact us at firstname.lastname@example.org
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:
4. HR Departments: The New Super-Consumers.
- Forget about “disrupt HR”- technology company out there are trying to help HR. A range of tools, has become available for HR to manage everything from recruiting and onboarding to performance reviews and return on reward investment. This increased supply is in response to HR becoming a strategic player within management teams and corporate planning activities. The organization’s workforce has become the key ingredient ensuring a company’s competitiveness. Thus, HR is demanding technology to analyze data, to recruit and manage talent, to gain and react to employee feedback, and to prove a financial return on engagement. In short, HR departments have become technology consumers, even driving product development.
Instead of becoming overwhelmed with the vast menu of available HR technology, think instead of your particular needs. Make a list of areas with which you need help or even increased efficiency. Then, categorize the types of help that you need. What areas do you need support in: data analytics? performance management? compensation and benefits management? employee communications? Once you assess your needs, you can look at your budget and examine your 2017 strategies.
To download the entire 2016 Year in Review analysis, simply fill out the below form.
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
With the popularity of anonymous feedback hubs like Glassdoor, the role of the employee in promoting their company as a Great Place To Work is elevated. Taking this a step further, many companies have been actively encouraging employees to give those on the outside a taste of what it is like on the inside. To control and manage the organization’s image, and even influence talent acquisition: company Instagram accounts are passed around to document employee life at the organization; hashtags are earmarked to publicize company activities on Facebook; and employees are encouraged to share company news on LinkedIn. In short, employees are empowered to take their participation in company culture and publicize it on every social network out there. In this way, they themselves become an extension of the company brand.
Our advice is to examine your own organization and think about HR’s activities throughout 2016 related to building and maintaining your employer brand: Did you survey your employees to learn their impressions? Did you provide them with positive messages about your workplace- and then encourage them to spread the word socially? What do you do with your organization’s social media accounts? Once you assess your past activities, you can find ways to improve and enhance the communication and involve your employees in the implementation throughout the new year.
To download the entire 2016 Year in Review analysis, simply fill out the below form.
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.
Managing and promoting the employer brand; increasing effectiveness of talent acquisition; and advertising the company as a great place to work have all led to a coordination, overlap and even a combining of HR and Marketing. In this new relationship, HR treats employees as customers and conducts what marketing teams call customer insight studies and activities. As HR takes on more marketing practices, Marketing lends its expertise and resources, the roles blur between the traditionally two very separate departments.
Our advice is to examine your own organization and think about HR’s activities throughout 2016 related to: talent attraction and recruitment; training and engaging employees; and managing compensation and benefits. Have you noticed a change in how HR is developing and promoting its strategies? Can activities be improved through better communication, increased use of social media, or enhanced employer branding? With 2017 right around the corner, there is still time to think about your strategic plans and how they can be optimized with the help of Marketing. Whether it means borrowing talent from this department or adding more of a marketing touch to your initiatives, you can assess and improve plans now, before New Year’s.
To download the entire 2016 Year in Review analysis, simply fill out the below form.
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.
When we consider 2016, we see five trends that have shaped the HR field in which we operate. Understanding these market developments is important because these areas will have far reaching effects on employers, employees, and all who serve them in the next year and beyond. The first topic examines employers’ changing relationship with their employees.
- Workers as Customers: Of Lifecycles and Lifetime Values: For the sake of increasing retention and employee engagement, employers are moving beyond “just” creating attractive employee benefit packages and visualizing total reward for their employees. Employers have increasingly focused on making workplaces more inviting so as to encourage positive feelings and improved reputations. The workplace becomes a living representation of the organization’s culture as “worker experience” becomes as commonplace a term as “customer experience” and employees’ satisfaction and willingness to recommend gains parity with that of “actual” customers.
To download the entire analysis, simply fill out the below form.
One cannot appreciate what one does not know nor understand. We at Benify understand this so ensure that the portal we create first focuses on presenting compensation and benefits information clearly, intuitively, and in a user-friendly way.
- For employers, it is key that their employees understand the components of the employment package- salary plus benefits and even employer investments. To improve employer branding and employee engagement, the Benify portal visualizes the total reward and makes employer contributions and initiatives transparent. This increases the employees’ appreciation of and participation in their workplace activities and the offered benefits.
- For insurance carriers and benefit brokers, we apply our innovation to design an enrollment portal that visualizes the financial protection employers want to present to their employees. Clear information and guides; painless selection processes; and centralized policy management help the employees understand and purchase appropriate coverages. Participation is facilitated and the employee gains a feeling of control, as they take advantage of group offers.
However, for employers, insurance carriers, and benefit brokers alike, the portal and what it visualizes becomes effective IF it is visited by employees. This is why, besides visualizing Total Reward and available coverages and besides making the process of benefit enrollment smooth and easy, we also focus on raising employees’ awareness. We ensure that they know they have access to the portal from their desktop, mobile, and tablet. We encourage them to log in and make the portal part of their employee experience.
Our engagement experts work with employers, insurance carriers, and benefit brokers to understand their clients’ preferences so that we design appropriate communication plans to drive employees into the portal and encourage repeat visits. Initial announcements of the launch and supporting reminders are distributed by email, notifications in the App, and a variety of print materials. Open rates and click through rates are monitored to determine subsequent outreach strategies that can increase awareness and adoption of the portal as the enrollment hub. Messages are pushed out or automatically triggered in support of maintaining and increasing portal activity.
From our experience with nearly a million users globally, we know that:
- 69% of employees log in during the first month that the portal is live.
- Most employees visit 19 pages before they log out.
- The average employee makes 6 transactions within the portal.
- 70% of employees log in via their desktop, 15% via mobile and 15% via tablet.
We have developed best practices to make and keep the portal a part of the employee experience. To drive knowledge and participation, we use a range of activity packages and standardized materials; identify ambassadors within organizations for support; and optimize design of outreach via our user experience experts. We do all this in coordination with our clients whether they are employers or the carriers and brokers who offer them group insurances.
For us, it is important not just to create a useful and compelling hub for employees, but to make sure they are aware that they have access to it (and are enthusiastic!)
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.
On Day 2, our client, Coca-Cola Enterprises, also took to the stage. What Jean-Pierre Lacroute, Director of Benefits, shared was truly inspiring: His talk on The Future of Reward reminded the audience to not only think of Total Reward as a necessary part of recruitment and even employee engagement activities, but to keep the strategy personalized and current. That is, the strategy must be in step with changing workforces and individual demands.
One must have a new type of Total Reward strategy, according to Jean-Pierre, and it should be:
- Focused on employees as customers
- Providing individual choice
- Segmented where needed
- Fully integrated with Employer Value Proposition (EVP)
- Leveraging technology
- Strongly driving desired behaviors
Furthermore, the employee experience should be at the heart of the Total Reward Strategy. Understanding what employees want is key, and giving them choices increases their appreciation. Learn how to segment your workers, aim to discover what they want, and use smart technology to reach them are also take-aways from the presentation.
At Benify, we understand that having a Total Reward strategy is important. That is why a main part of our solution focuses on visualizing Total Reward for current and potential employees. After all, we know that 8 of 10 employees do not understand what is being offered to them by HR and that one cannot appreciate what one does not know. So yes, it would be a great idea to build the best strategy possible but remember also to make all the ingredients known.
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’s a pretty long explanation because HR has a lot of responsibility in keeping an organization running smoothly and ensuring it stays competitive. We’re guessing that behind this long list of areas to watch, control, and shape, is a very overworked HR department. HR is also under pressure to justify activities and their associated costs – plus, to report on employee engagement and employer branding initiatives.
From our own experience with nearly 1,000 clients worldwide, HR’s number one priority is putting their people first. However, HR departments are often faced with challenges that keep them from this important focus. Hindrances include: heavy administration and numerous excel spreadsheets; cumbersome benefit selection processes and transaction reporting; and inefficient methods of employee communication. Our own experience since founding Benify 13+ years ago also shows it is smart and effective to apply HR technology to support and drive strategic Human Resource Management.
We’ll be at HR Tech in Paris on October 25th and 26th to showcase our innovative platform which makes implementing human resource management strategies easier and more effective. Our solution helps with onboarding and recruitment; compensation and benefits management; total reward visualization; group benefit enrollments, and more.
Will you meet us in Paris? Stop by our booth, watch a product demonstration, or book a meeting.
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.
It’s smart to focus on employees but HR must often justify initiatives and show results. One must recognize that business goals simply cannot be achieved without an engaged and enthusiastic workforce that is both developed and nurtured: so yes, engage your employees, involve them, and inspire them to do their best. And of course, how you treat your employees affects your reputation on the outside- this is your employer brand and affects how you are viewed by current and potential customers and employees. Many HR leaders have strategies and policies in place that focus on employee engagement and employer branding. But take it one step further and demonstrate the value of your activities.
One way to justify people-centric approaches is to go from Total Reward to Return on Reward. Our recent interview with Jeroen Kirch of Korn Ferry Hays Group introduces the concept of Return on Reward, which deals with justifying your investment by showing that it makes business sense. It links results to the investment on employee initiatives and offers tips on how to get started. And of course, proving that your strategic initiatives are linked to economic results means that you can continue them when reporting up.
Benify’s Compensation Gap study shows that 8 of 10 employees need support in this area. Additionally, the Benify solution facilitates a two-way communication between HR and employees— anytime, anywhere— and provides not just an overview of company activities but a tool for continuous interaction: Any policy, training invitation, social activity, and benefit introduction can be handled centrally and distributed in a targeted manner so that employees receive only relevant messages.
We believe that technology can empower HR to be more effective and strategic, and that people-centric strategies can be brought to life with our technology solution. We’ll be showcasing our innovative platform at HR Tech in Paris on October 25th and 26th. Will you be there, too? Stop by our booth, watch a product demonstration, or book a meeting.
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.
The HR Tech World Congress in Paris is arranged this year around the theme, “The Future of Work”. The event programming is filled with opportunities to explore how technology makes working more fun, more efficient, and more rewarding for both HR departments and the employees they lead. Workshops and presentations even discuss what happens when HR harnesses the power of technology.
You may wonder why there is so much talk about technology. Is it because HR seeks ways to ease administrative burdens? -to operate more quickly? -to show financial results? We think that the HR world is “talking tech” as a reaction to the wide selection of available solutions. However, there is another driver: Employees themselves have been at the forefront of digital communications, and so leveraging technology becomes the best way to reach them.
The “tech-ing” of HR is not a bad thing: Besides enabling HR to become more responsive to the habits of their employees, HR can interact with them in real time, create personal messages, and react to their feedback. Now more than ever, employees seek conveniences, answers, and anytime access to all aspects of their employment offer and worklife. They expect actionable information, useful decision tools, and total control- at their fingertips and anywhere they may be. With the right technology, digitalized interactions actually enhance and personalize employee outreach and relations.
Benify’s compensation and benefits portal is designed to make it Great at Work for employers and employees- with a key feature being the ability to personalize messages and send them to select audiences. We believe that technology does not make HR impersonal but instead, enhances the relations that are so important in successful organizations. We’ll be showcasing our innovative platform at HR Tech in Paris on October 25th and 26th. Will you be there, too? Stop by our booth, watch a product demonstration, or book a meeting.
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.
Our focus on partnership-done-well extended to the companies that sold insurance, benefits, wellness programs, and payroll services, too. After all, we seemlessly integrate each into the compensation and benefit portal, per market, to enrich and elucidate employees’ total reward. Our technology, with its ability to target communications and ease administration, serves HR consultants, benefit brokers, and insurance carriers, too.
With constant innovation we apply our leadership and experience to find solutions for all actors in the compensation and benefits arena. This includes insurance carriers and even financial institutions looking for efficient and painfree enrollment solutions that enhance distribution of their voluntary coverages and retirement plans.
We have perfected our practice of collaboration with the launch of a Partner Program, and have brought to life many relationships, including most recently, ADP and PeopleFluent. Our aim is to bring forward enhanced solutions that enable companies to focus on their human strategies, and most of all, their talent.
We can be partners in your success, too. Ask us how we can help you make it Great at Work with our Partner Program!
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.
Some things employees must consider when faced with an enrollment period include: evaluating one’s medical situation; considering complementary protection for dental, health, and overall wellness; assessing retirement needs and risk profiles; and even reviewing one’s financial preparedness.
But what must employers consider?
- Employees find enrollment options overwhelming. There is a lot of information to digest in a short period of time. Furthermore, because insurances deal with protection from uncertainty, this triggers an emotional response- even stress.
- The enrollment process is often clumsy. It involves a lot of paper forms, take-home brochures, and in-person educational sessions. If an employee is lucky, he or she may get access to a knowledgeable insurance broker who can answer personal “what-if” questions and help with decision making.
- HR is the liaison connecting the employee with the insurance carrier and broker. This means HR personnel receive a lot of technical questions and often forward inquiries to contacts who may or may not be able to respond as quickly as desired. Enrollment is often manual and requires lots of cross checking, verification, and maddening deadlines.
Can this process be simplified and made “more friendly” for a better experience for both the employee and the HR department? ABSOLUTELY.
Benify introduces its enrollment solution as a keystone to its compensation and benefit management portal: Online decision making tools, beneficiary updates, cost projections, instant selections, purchase history, education session booking— and more! Ask us how we can make it Great at Work during enrollment. Benefits should be far from stressful and instead, be another way employers can increase their employees’ engagement.
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.
Before Benify, the tools which Kuehne + Nagel employed to communicate with its employee base were more basic and not efficient enough. They relied heavily on face-to-face communication from managers, as well as physical meetings, blackboards, paper, and emails. Even though this is generally the accepted modus operandi of most other employers within the same field, Kuehne + Nagel in the Netherlands wanted to go one better.
Kuehne + Nagel approached Benify to help them find a way to really engage with each and every one of their employees on a higher level. They knew this would improve their internal company culture and ultimately improve their reputation as an employer.
Benify’s total compensation and benefits portal has already helped over 900 organizations be Great at Work. Naturally, we knew we could help!
Download the case below and learn how Benify helped Kuehne + Nagel modernize HR processes and engage employees, for ultimately- a better employer brand.
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!
During onboarding, your goal should be to get your new employees acclimated and engaged, not just trained. It is a process and not simply a period during which new hires fill out forms, select their insurances, and learn the company mission statement. Onboarding includes making sure each new hire has a mentor for the first weeks; assigning attainable tasks; and creating a welcoming and exciting atmosphere.
Onboarding is not the same thing as training, but complements it and even moves beyond it in the effect it gives. Onboarding helps get your new hires invested in your company’s success and in their possible contributions to it. Getting employees up to speed on work roles and responsibilities is important, but getting them invested in the company’s goals is critical.
So how can you make onboarding easier and more effective? You can invest in an interactive modern onboarding tool (or simply add our tool if you are a Benify Customer), in which you can show your new hires their gateways into the company , thus ensuring a smooth start. Is the investment necessary? Last year 57% of employees who left their jobs in the last year did so within the first 12 months on the job and half of all senior-level external hires left within the first 18 months in their roles. By developing a modern automated onboarding process, you’ll be more likely to develop a relationship with your new hires and retain them. And retention is great for the bottom line.
A modern automated solution also means that new employees have the freedom to partake in their welcome activities whenever they choose, whether it be well before their start date, during their introductory breakfast, or even on the train home from their first day of work via the smartphone app. Decrease the stress of information overload and ease your new hires into the company fold. You’ll make the best first impression and begin to create a positive relationship. This ultimately ensures new employees’ engagement and productivity, and even affects how potential recruits consider your company (that’s your employer branding they’re talking about!)
To find out more about Benify Onboarding Tool contact us below
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.
However, knowing how to engage employees can be tricky because motivation is a personal thing. What motivates one employee does not necessarily motivate another. Yes, HR can implement a survey or other less formal ways to get to know what motivates employees, as a first step. But what about offering employees a way to gain some self-insight? This way, they can be more receptive to all the ingredients of your engagement strategy: training, activities, mentorship, and so on.
You can teach employees about the concept of engagement- that is: what motivates them. Give them pause to think about what is important to them in their roles at your company. Is it being rewarded for a job well done? Possibility for career advancement? Ample feedback from managers and teammates?
Introduce the idea of self-assessment. We found a very simple profiler offered by Kevin Kruse who writes about employee engagement for everyone. He explains that there are four main drivers of engagement: Communication, Growth, Recognition, and Trust.
We started Benify in 2004 with the idea that it should be easy for our clients to make it Great at Work. Some said we set out to do the impossible, but we had the idea that technology can make compensation and benefits easy, accessible, and efficient. Years later, Benify is recognized as one of Europe’s fastest growing companies, and we continue to grow globally by focusing on employoees.
Download the Benify case study below to learn how we focused on learning about our employees as a step towards creating an engagement strategy and standardizing our employer branding across offices.
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.
Here are some questions to consider when building an employee engagement strategy as the foundation of making it Great at Work and strengthening your company’s employer brand:
- How will a stronger employer brand support your business strategy?
- What kind of culture do you have? Is it consistent across offices and markets?
- What is your organization’s personality? Do your employees reflect and contribute to this?
- How consistent are the messages you send internally and externally about your company as a place to work?
- What are you currently doing and need to do to attract, engage, and retain talent?
Remember: The discovery stage does not need to be a long process to provide insight. It can of course include an employee engagement survey.
Download the Benify case study below to learn how we focused on learning about our employees as a step towards creating an engagement strategy and standardizing our employer branding across offices.
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.
According to Bersin by Deloitte, to understand the engagement assessment arena and consider which solutions are appropriate, “Organizations should start by asking both “why” they are assessing engagement and “how” they intend to use the data once they have it. Many organizations conduct engagement surveys to either diagnose potential problems or to monitor what is going on (why). They often then use the data to either enable changes or enhance productivity (how).”1
We don’t believe that assessing your employees’ engagement and applying your learnings needs to be a complicated process. We at Benify assessed our employees’ engagement in order to articulate the culture that we had built over time (“why” we wanted the information). We wanted to communicate our core values and broadcast them across our offices as we were quickly growing both at headquarters and in country offices. We used a simple survey plus interviews and analyzed the feedback via a team brainstorm session. The result: We were able to coin concepts that defined us, such as #Show Love, #Exceed Expectations, and #Think Ahead- and we were able to more actively communicate what we stand for and how we operate as a company (“how” we used the learnings).
Once you have a feel for how engaged your employees are, there are some simple ways to act on your findings. We tell our clients that they can use the Benify solution to build an engagement strategy to inspire and motivate employees. Here are our top five tips:
- Publish your leadership and training program—and invite your employees to register for courses and classes!
- Announce the latest benefit news or discounts to help employees achieve greater work-life balance
- Empower your employees to choose and manage their benefits, and provide all the information needed electronically
- Send personal messages to encourage participation in company events and celebrations
- Visualize the true value of the employee’s employment package
1Measuring Employee Engagement: Navigating the Options and Vendors, Bersin by Deloitte.
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:
“HR professionals from all industries are experiencing a highly competitive market for talent, with recruiting difficulty reaching levels not seen in years. A low number of applicants, candidates without the needed work experience, competition from other employers, candidates’ lack of technical skills and the inability of local markets to build the needed talent pipeline are among the many reasons that HR professionals report challenges finding the candidates they need.”
Some companies train “up” their current employees in order to more easily fill critical, open positions. Others dip into pools of retirees and veterans to find people with necessary skills. Not surprisingly, 70% of companies use social media as a key recruiting tool.
In our opinion, it is smart to look at one’s own employees first- both as a source of talent, but also as a springboard to reach others. After all, one’s own employees understand the company’s internal culture and goals. They can not only act as talent scouts, but as trusted Employer Brand Ambassadors, too.
However, to activate one’s employees, a company needs a way to manage interactions with them for training and development– and a company needs a smart way to communicate and engage this talent pool. We know that Intranets are limited and so we encourage our clients to use the Benify solution to drive employee engagement strategies, manage learning programs, and create customized outreach messages– including announcements of open positions.
Considering the challenges of today’s talent landscape, why not enlist your own employees to help power your talent search?
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:
- -8 of 10 employees underestimate their total compensation.
- -When asked about the monetary value of the total employment package, the average employee estimated only 67% of the actual figure.
- -33% of the employer’s monetary investment in Bennies is unknown and underappreciated by the employee.
Often, the employee understands their yearly salary but does not know the monetary value of “all the rest”- that is, the full value of all the Bennies.
Making employees aware of their total compensation, which of course includes their “visible” gross salary plus the value of all the other ingredients in their employment package can be a challenge without the right tools. Visualizing total compensation is especially important for employers concerned with improving and strengthening their employer brand. After all, if employees do not understand what they “get” for all that they “give”, they cannot fully appreciate what it means to work at your organization.
Download the Benify study, then let us help you reveal your investment for better employer branding!
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.
According to our study, what an employee perceives to be the value of their employment package is often much less than what the employer actually offers. In terms of the total value of renumeration, we define the difference between the understood figure and the actual figure as the “Compensation Gap”.
So, what can you do to get your employees to understand and fully appreciate their total compensation? After all, revealing the full value of your employment offer is a vital step in strengthening your employer brand. How do you do it?
First, learn about the Compensation Gap and then, let us help you bridge it!
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.
We started our Employer Branding journey with an assessment and then implemented it using our own compensation and benefits portal.
According to Brett Minchington and Ryan Estis, there are six key areas to focus on to ensure a company or organization develops an employer brand strategy that will be impactful:
1. Determine how employer branding is viewed inside your company: You should define what employer branding means to your company.
2. Define employer brand objectives and project scope: Defining your objectives up front will save you time and money in the long run and keep your program on time and on budget.
3. Look at the relationship between HR, marketing, and communications: Ownership of the employer brand strategy is often a gray area that should be clearly defined so all key stakeholders achieve consensus and are united in the objectives.
4. Discover your employer brand: The key to developing your employer brand strategy is to arrive at a comprehensive understanding of the organizational culture, work experience, key talent drivers (engagement factors), external perceptions, leadership vision, and management practices.
5. Get your management engaged: It pays to have conversations about your employer brand with the CEO and senior managers in the early stages of developing your strategy.
6. Plan your communications: There are plenty of offline and online media channels available to communicate your employer value proposition to your target audience, including web, print, social networks, events, PR, alumni events, etc.
Download the Benify case study below to learn how we strengthened our own employer brand, and learn how you can, too!
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
We hear the term “employer branding” often, but we sometimes underestimate its importance as related to talent acquisition and talent retention. By definition, employer brand describes an organization’s reputation as an employer, and it refers to the organization’s value proposition to its employees. This is not the same as its general reputation and value proposition to its customers and to the marketplace. 2,3
So what is at the heart of employer branding? It’s your culture, of course. And your culture is defined by what you do for your employees, the environment you create for them to thrive in, and what and how you communicate to them. Your culture can evolve over time but ultimately, it can be guided by your human strategies. We at Benify know and understand this because we have been helping companies implement on their human strategies since 2004. Our mission, afterall is to make it Great at Work.
1 Minchington, B (2010) Employer Brand Leadership – A Global Perspective, Collective Learning Australia. 2 Mosley, R. (2015) Harvard Business 3Barrow, S. and Mosley, R. The Employer Brand, Bringing the Best of Brand Management to People at Work, John Wiley & Sons, Chichester
Download the case study below to learn how we strengthened our own employer brand, and learn how you can, too!
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.
With the results, we did what we suggest our clients do: we used the Benify compensation and benefits portal to broadcast our culture and the values that Benify personifies. With our own tool to segment and personalize messages, we were able to reach out to existing employees with reminders and notices and to newly recruited employees during onboarding, training, and introductions.
Download the case study below to learn how we strengthened our employer brand, and learn how you can, too!
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.
In fact, when we Benify a workplace, management can focus on their human strategies like leadership and development, team building, and social activities. Through our help, they can make it an even better place for employees to not only earn a living- but to thrive and grow.