A recent report by Vodafone suggests that three-quarters of companies globally have now introduced some form of flexible working policy, and from those that have implemented the scheme, a huge majority (83 percent) have seen an increase in productivity as a direct result.
Whilst employers are clearly recognising that the benefits of building solid relationships with their staff members can work both ways, and needing to respond to the pressures and additional connectivity presented by modern-day life, driving employee engagement can be more problematic. Flexible working – “a way of working that suits an employee’s needs” – may offer employees a level of freedom, so that they can balance working with their lifestyle or family needs, but fundamentally it provides the opportunity for workers to ensure that they are able to work productively at times that suit their lifestyle. Whilst a more productive workforce is undeniably important to driving growth and innovation within the business, a flexible workforce does change the company culture and make it more difficult for flexible workers to be fully ingrained within the business, unless the channels for communicating with remote workers are reviewed and re-evaluated.
Combating potential disengagement within an organisation is naturally a big concern. If employees are unhappy, they are unlikely to work as productively as they are potentially able to. Everyone needs to be aware that they add value to the business, regardless of how often they are in the office. The introduction and management of benefit schemes is one tool that employers can use to initiate a regular dialogue with employees, drive employee engagement and ensure all employees are fully motivated and invested in the company.
If benefits schemes are to start delivering a return on investment for a business and bolster productivity, a successful programme of ongoing communication needs to be implemented to raise awareness of what is on offer to all employees. Without this, the programmes will not reach their full potential and in turn, could impact the way employees engage with the organisation. Many remote workers can feel they lack inclusion in typical ‘office life’ by working from home and culture can suffer as a result. If the entire workforce does not work full-time in the workplace, communicating benefits is arguably even more important to overcoming potential employee disconnection.
Businesses need to make changes at an operational level if they are to address this issue directly. Adopting a personalised approach to benefits is something that many companies are starting to implement. Investing in face-to-face tailored sessions that outline all relevant incentives to employees at an individual level – based on their particular working patterns – should be high on the agenda. For example, those that work part-time may have certain limitations to their benefit programmes as a result of their hours. As such, working with individuals to highlight what is available, rather than showcasing what isn’t, will transform the way the programme is perceived and is more likely to improve business engagement.
Employers looking to boost engagement in the long-term equally need to invest in technology, and ways of communicating effectively that incentivise workers to better understand and fully utilise the schemes available – even if they are based at home, rather than head office. That comes from employees seeing the value of the service for their day-to-day lifestyles.
One of the best solutions currently in the market has involved the introduction of apps – which are already a common factor of day-to-day life. Employers are finding that they can tailor apps according to what benefits are available, and what benefits are already signed up for. This ensures that employees are able to access their perks on the go, in a quick and easy way, allowing freedom to research, sign up and request benefits at a time scale that suits them – following a similar principle behind the introduction of flexible working.
This channel can also be another highly effective communication tool if used correctly. Employers can to use them to interact with staff for regular updates, and gain feedback as a tool for ongoing improvement, as well as reminding them of the services available to them. If staff are not interacting in this way because they forget about it, then it is the same as writing benefits into a contract that isn’t looked at again. Staff must be given a reason or a purpose to utilise the technology, which is why it’s becoming more common for employers to ensure that pay slips are available through an app or online portal which serves as a regular reason to engage, with regular notifications that there are other benefits available. It’s a way for a business to keep showing the value back to their remote workers – wherever they are, and it gives remote staff control of their incentives in the palm of their hands.
Essentially, benefits are designed with making the lives of employees, both in and outside of work, as stress-free as possible. By implementing a simple programme that allows employees both full and part time the freedom to choose not only their hours but also benefits at a time that suits them, businesses will ensure they continue to develop great staff relations, in a flexible way – regardless of how often they are in the office.
