Perks such as total compensations and benefits packages that address the needs of employees are a significant booster of employee morale, motivation, and productivity at the workplace. In a nutshell, there is a direct correlation between happy employees and the productivity levels of these employees. Organizations that make efforts to provide benefits to the employees (and also ensuring that they can access these benefits easily) are able to see a steady increase in the productivity level of their company.
On the other side of the spectrum, companies that do not make significant efforts regarding compensation packages or equipping employees to access benefits meant for them easily, observe a steady decline, or worse unchanged levels, in productivity. An organization that has been grappling with problems in productivity would be well-advised to look into the benefits they offer to their employees.
What is required is not a drastic reconfiguration of the whole organization, rather a fresh perspective on improving the employee experience. For example, offering effective group health insurance and programs is a way to ensure that employees do not have to take excessive sick-days leave. Prompt healthcare increases the likelihood of the employees being more present at work and its lack thereof results in physical incapacity to be productive. However, the pressure to be present at the job can lead to sick people coming in, especially when their health problem is contagious. This can snowball into a bigger problem since it implies that multiple employees will subsequently be absent and thus, impact the productivity of the organization.
Parameters Against which Employee Engagement can be Measured
Employee benefits have an impact on morale and job satisfaction too. Our research underlines that medical insurance remains one of the most desired benefits of employees everywhere. It is especially coveted in areas where the local care is expensive when accessed individually. However, before addressing the problem, it is important to understand what the problem is. There are multiple parameters against which employee engagement can be measured. HR can use parameters mentioned below to gauge the level of employee engagement within their organizations.
If organizations do not take up the mantle of regularly questioning the effectiveness of their benefit plans, they might miss out on valuable insight on the employee end, regarding the packages. Offering benefits to employees is not just about supporting the staff, they also become the foundation of building sustainability of the organization. Employee engagement is a significant step that can be implemented to be in business for the long-term. Therefore, it is necessary to also educate the employees on how to easily access the benefits that their organizations provide to them. Lack of a proper communication strategy becomes a hindrance to engaging employees.
The Bottom Line
Data through feedback and its proper analysis can provide insight into the degree of utilization of specific benefits. Finding the cause of lack of engagement requires understanding and investigation. Sustainable solutions can only be found when the root cause of the problem is identified.<< back to Content