If you take care of your employees, they will take care of your clients.

Business is about providing a service for a customer, or in other words, an audience.

At Richmond House we believe employees are the most vital part of a business, ensuring they are supported and fully aware of the benefits they are entitled to should become a priority for any organisation.

In our experience, this is something that is often overlooked by HR departments when it comes to employee benefits. Remember, as employees they are both customer – and your audience.

I have read many articles on employee engagement and there appears to be a common theme amongst leading business leaders such Lawrence Mitchell, Richard Branson and Alan Hughes. The key word is communication and by prioritising this you will be able to tailor your message and content for different groups of your workforce. It is advisable to cover as wide an audience as possible within the business. Benefits can come in all shapes and sizes – from life insurance to gym discounts. Any workforce will also be varied, so it’s unlikely that a one-size-fits-all approach will suit everybody.

We believe that engaging your employees can be beneficial in various ways.

  • Happy employees have less sick days especially if they know they have access to medical consultants or emergency dentists.
  • A workforce with many new parents, may well value flexible working hours, nursery vouchers, access to life assurance and critical illness cover.
  • Companies should also look at the type of benefits most valued by Millennials or by older workers. Talk to your employees about what they would most appreciate. Is Critical Illness insurance on their list, or are more people worried about dental care? Is there a desire for such hard benefits, or would softer perks go down better such as gym membership, cinema tickets or discount shopping?

Successful communication comes through a willingness to engage with exactly what your workforce wants, and that requires a better understanding of who they are.

The bottom line is, well, the bottom line. Investing money in employee benefits can mean a return in increased motivation, productivity and loyalty – as well as a reduction in staff turnover and recruitment costs. But if the benefits are not being communicated properly, then that investment will not be maximised.

I hope that this article has given you “food for thought” and that you would like to engage with us. Please contact me or our Ian Jenkins – our Corporate Services Director, for an exploratory meeting.

www.richmondhousecs.co.uk or Tel: 0333 241 3350

Nigel Taylor Cert PFS, Dip FA