With over two-thirds (69%) of staff saying they would be more likely to stay with an employer that offered good benefits1, employers can spend time and money ensuring they get the right mix to match their employees’ needs.
 
But if organisations think that’s job done, they’d be wrong. If employers fail to communicate those benefits to staff, they may not receive the return their (not insignificant) investment deserves.
 
Failing to tell staff about the benefits on offer can also cost UK companies in time and/or money. This can be through increased staff turnover (resulting from the perception that other companies have more to offer or because of dissatisfaction), or sickness absence (when people aren’t aware of the support tools to help them stay at, or return to, work).
 
In essence, offering benefits but not making your workforce aware of them is no better than not offering these benefits at all.
 

The business value of communicating benefits

Employee benefits can only be seen as a perk by staff if they know about them and understand their value. Sharing details about the employee benefits you offer can:

  • Increase the perceived value of your employee benefits at little or no extra cost
  • Improve employee satisfaction levels (engagement, morale and loyalty)
  • Provide an invaluable tool for staff retention
  • Create a building block for your internal communications strategy

And contrary to popular belief, if your employees are aware of benefits – such as private health insurance or Income Protection – they are not likely to take more time off sick. Communicating about a wide range of employee benefits can help build employee engagement and a more loyal workforce that takes less time off.

How to communicate your employee benefits

A good benefits package, communicated well, can help to manage - and reduce - bottom line costs, and help to build a loyal and more productive workforce.

Which method you use will depend on your company. It’s really a case of trying a few and seeing what works for you. You could even survey your employees before and after the communication to see whether it’s had an effect on their understanding of the benefits on offer.

Here are a few suggestions:

  • Company-wide emails
  • Company-wide presentations
  • Individual sessions with staff
  • Via a company handbook
  • Via a dedicated employee benefits microsite/company intranet
  • On noticeboards

When to communicate your employee benefits

So you’ve decided how you want to communicate your benefits package, but when’s the best time to approach staff? Here are a few opportunities:

  • With candidates during the recruitment process
  • At inductions with new employees
  • During staff appraisals, reviews or promotions
  • At team or all staff briefings
  • When staff enter a new life stage – e.g. become home-owners, get married or have children
1 Employee Insight report 2016/17 - Capita Employee Benefits