How can you prioritize Employee Engagement Benefits?

For the survey, you can identify employee champions and understand from them what they feel about the current set of benefits and what needs to change. Their feedback is the most valuable as they are the ones who are highly motivated, have a balanced view and can think of more things that can help employees stay motivated and perform their best.

Aligning Employee Benefits to your values is a great start. I have always used a matrix to help understand the purpose of the benefit as well as it's alignment. E.g. Some headers I've used before ?? Short term wealth protection ?? Long term wealth creation ??? Cost of living ?? Motivation/Performance ?? Retention ?? Health and Wellbeing Then add your values If you look then at all elements of your Reward proposition you can see where you are lacking and where you are weighted just right It helps with communicating the why as well as the what for sure

Also, if as an organisation you're trying to make Diversity, equity and inclusion as a part of your DNA, make sure every benefit is inclusive in nature and serves diverse employees. Remember, the idea is to motivate the employees and not result in upsetting a certain set of employees due to its exclusive nature and that may not serve the purpose.

Considering the ROI of your benefits is crucial. It is WORTH IT to understand what your employee population's unique drivers are. By aligning your plan to your employee motivation drivers, your org can transform the engagement program and directly boost productivity and sustainability. Engaged employees are the secret sauce that can transform human capital into an asset.

What are you capable of doing, and what is aligned with your values. For example if you work in healthcare, healthcare options, if feasible, might make sense. Think about what you already do, then find out from your employees what impacts them - ask them! Remember the full range of benefits don't necessarily cost. Use the opportunity to engage with your employees to find out where your benefits can add most value.

Establish specific timeframes for the planning and assessment of Employee Engagement activities. Examples include conducting an annual review at the year's end to plan activities for the following year, quarterly evaluations to assess and refine ongoing activities, and implementing channels such as email boxes and feedback forms for daily input. Utilizing diverse feedback methods across various time intervals and organizational levels ensures that Employee Engagement initiatives undergo continuous improvement based on regular evaluations. This approach minimizes the need for frequent complete overhauls while maintaining a commitment to enhancing employee experiences.

We have found that having an incentive plan tied to performance and specific behaviors is critical for employee engagement. When employees feel in control over their benefits and compensation they will be more engaged, will strive to get better, and will stay with you longer. Points systems, for example, where different behaviors are tied to points, and points can be "cashed out" at will for $ awards or other benefits are a great start in this regard! Companies like WageUp make this easy to implement.