10 reasons NOT to give staff Love2shop this Christmas

/in , /by

Irritating music in every shop, glitter covering every surface and staff clamouring for time off and early finishes.

Christmas is coming – and don’t we know it. If your business wants the season of giving to be given the big heave-ho, you probably don’t plan to give your team any gifts or rewards this Yuletide season. Or maybe you think they get enough from you already, so plan to give them all something super-cheap so you’re not seen as a total Grinch?

Here at Love2shop, we want to help, so we’ve put together a list of top reasons to NOT give your team gifts or bonuses this year.

1. You fancy bit of Christmas party drama

Everyone loves a moan over Christmas drinks, so make sure you’re the one they’re all talking about by giving everyone something cheap and nasty – or even nothing at all.

The top reason for UK workers feeling undervalued according to the 2023 Love2shop Employee Value Report was that their contribution to the business was not acknowledged.

So give the gift of gossip and make tongues wag as your staff give you a proper bashing behind your back at their Christmas party for being miserable and ignoring them. Don’t worry, you won’t hear it as you’re probably not invited!

2. You secretly adore being called a Scrooge

We all have our idols – those who inspire us. Despite business podcasts not being invented at the time, Ebenezer Scrooge is a name that has still managed to stand the test of time so he must have been on to something, right?

Pinching pennies from employees already struggling with the cost of living is guaranteed to secure your place in infamy – and could end up costing you more in recruitment and training costs when your staff leave.

If you do want to avoid the Ghost of Christmas Present(s), pass on the love instead with the gift of choice – a Love2shop Gift Card, e-Gift Card or voucher.

3. You love giving money to the taxman totally unnecessarily

Who is disliked more than a terrible boss? That’s right, the taxman! The bad guys need to stick together though so if you are going to give bonuses or gifts to staff, at least doing it through payroll means you pay full tax on it.

If you give an employee a £50 gift as a direct payment for example, you could pay up to £48.10 on top of that in tax and National Insurance, meaning your £50 gift will cost your business almost £100 per employee.

If you don’t like the idea of your business paying more tax however then HMRC’s Trivial Benefits provision allows you to give gifts, including Love2shop Gift Cards, e-Gift Cards and vouchers  – up to the value of £50 per employee tax-free.

If you like the idea of your business paying more tax you definitely should NOT use Love2shop’s Tax-Free Gift Calculator. It shows you how much you could save by giving gifts using Love2shop Gift Cards, e-Gift Cards and vouchers instead of direct payments.

4. They already get enough benefits (like 20 days’ holiday and paid toilet breaks)

We all know the struggle – trying to juggle team members who expect time off to spend with their families and actually use all their annual leave. It’s almost as if they are never there. When they are, we don’t even stop paying them when they take a loo break!

So why should we give them more? Spontaneous gifts are proven to increase productivity –  according to the Love2shop Employee Value Report 90% of UK workers would feel more valued if they received a gift card from their employer and happy workers are 13% more productive.

In other words, avoid gifting if you want a team that just turns up and goes through the motions.

5. You love naff staff gifts

What’s better than watching a team member opening a gift from you, then seeing the crushing disappointment as they realise you’ve bought a job-lot from the local discount store?

Spending time understanding each employee is a full-time job and who has time for that? Give naff gifts and let them show their gratitude by updating their LinkedIn profiles and CVs and leading a New Year exodus of staff.

It’s not as if someone has invented a product that can be given tax-free (up to £50) that gives individuals the ability to choose a gift they really want. (Spoiler – they have, it’s Love2shop).

6. To discourage your staff from shopping online during worktime

Do your staff ever look online at social media or shopping sites during work? Of course not, because you are a master of industry who commands respect – they spend every single minute toiling away at their station with barely a break, right?

Surely a gift that could help ease their money worries and help them focus on work is pure fantasy. A gesture that helps stop them being so anxious to find bargains that they spend every spare minute searching the internet for deals?

As well as Love2shop’s gift cards and vouchers, we also offer the Everyday Benefits Card. For a relatively small fee, you can provide these cards to your staff. They can pre-load them with funds at a 7.5% discount to save money on high street and online spending. And they can keep using it long after Christmas.

7. You don’t want people getting too choosy. In case they choose another job

Gift giving is a double-edged sword. Give them something good and they’ll expect better next time. In the end you’ll fall short and they’ll look for another job, so why not avoid all that hassle and lower expectations instead?

If setting the bar low doesn’t work for your customers, it won’t work for your employees either. Increased productivity and revenue from motivated staff should more than cover the cost of festive giving each year. Then again, what do we know, we’ve only been doing this for decades.

8. You’d sooner get them something motivational (like an alarm clock)

Creating a hustle culture is what matters. Going to bed at 5am, getting up at 4am to create a 25-hour day instead of 24 like all those other losers – that’s how to get ahead.

Being such a motivational leader feeds into everything you do and you need to pass that on to your team. Turn gift giving into an opportunity to show people what they need to do to improve – whether that’s buying them an alarm clock to get them up earlier or a duvet to wrap themselves up in at their desk so they never have to go home.

Alternatively give them the freedom to choose. With Love2shop’s range of flexible gifting options, they can choose their own path and you can maybe just chill a little…

9. They might pull a sickie to go shopping

Let’s play devil’s advocate. You are generous and give your staff Love2shop gifts this Christmas. But when will they spend them? Of course it won’t be during the evenings or weekends, and certainly not on any annual leave days. No, they are most likely to pull a sickie and call in with ‘flu’ or a stomach bug so they can go on a mini spending spree.

Yeah, it doesn’t sound right to us either, because that’s not generally what people do. Trust and loyalty are a two-way street, but the Love2shop Employee Value Report found that 29% of UK workers felt loyalty was a one-way street with employers not supporting them.

Why not show your workforce a bit of trust? Make them feel appreciated and you’ll see the benefits.

10. They’re overworked enough without having lots more choice to think about

None of our previous tips are relevant to you as you are a benevolent, kind boss. You don’t give staff Christmas gifts, it’s true. But only because you don’t want to burden your poor employees with any extra worry.

They have so much to do, giving them something like Love2shop, which offers them so much choice, will simply be too much for them to cope with.

How will they be able to concentrate on the upcoming fiscal reports or correctly filling out the warehouse dispatch forms when they are bamboozled by where to spend their Christmas gift card? Usually they think about nothing but work during their shift, don’t they?

We’re sure that if this last point even remotely resonates with you, your HR department must be putting in overtime to deal with unhappy employees.

Much of what distracts and stresses your staff is either financial worry, frustration at a lack of acknowledgement or a sense they are not valued by the business.

Gifting at Christmas is an easy way to start to change this mindset and giving gifts that offer them choice can ease those financial concerns at a pretty expensive time of year.

Time to confess…

If you’ve got this far into the article and still feel like gifting employees at Christmas is a waste of time and money, sorry, but our tongue was firmly in our cheek on this one.

The truth is – and the data supports this – gifting employees at any time of year boosts happiness, productivity and loyalty.

At Christmas, when people are feeling their budgets squeezed even more, the effect is much greater.

Put away the Grinch suit and embrace gifting your staff this Christmas. It’ll be the best gift your business could receive.

Contact our team here today to discuss how you can get your Love2shop gifts delivered in time for Christmas 2023 or visit our self-serve portal and get started yourself here.

How you can show staff you care this Christmas

/in , /by

Christmas is meant to be the ‘most wonderful time of the year – but too often real life doesn’t get the memo.

For many people the festive season is all about family, gifts and parties, but for plenty of others it just represents stress. Worrying about what presents to buy and whether you can afford them, forking out for nights out and new outfits, buying extra food.

These seasonal pressures can manifest in both our home and our work lives. It can be especially challenging for people working in businesses such as retail or hospitality, where Christmas is the busiest time of the year. Even organisations that are not dependent on Christmas often have end of year deadlines that increase pressure at this time.

You can’t wave a magic wand and completely take the worries and chaos out of your employees’ lives. But there are some straightforward, low-cost ways you can make things that little bit easier.

Don’t be a Scrooge

An annual bonus or gift or the promise of additional leave come high on the list of many workers desires according to the Love2shop Employee Value Report 2023. Love2shop is a leading provider of corporate reward programmes with decades of experience.

The Employee Value Report 2023 reveals 57% of people said days off, multi-retailer gift cards or flexible working are the best workplace rewards.

Taking a common-sense approach often works best. Unlike Dickens’ famous Ebenezer Scrooge, who saw taking Christmas off as an ‘inconvenience’, you can be a bit more flexible at this time of year. For example, allowing people to work from home a little more can help support those with families.

And a few hours off to allow parents to see a child’s nativity play or Christmas concert, without it coming off their holiday entitlement, would be welcomed by many.

We know that at least some of the weekdays in between Christmas and New Year are technically normal working days. But it tends to be a quieter time for many businesses, so maybe offer extra time off or shorter days during this period to compensate for any increase in pre-Christmas pressure.

Healthy body, healthy mind, healthy workforce

This is also a good time to remind people of the workplace benefits they already have access to. That could be reduced gym memberships or helplines that offer one to one support at times of stress or crisis. Anything you offer that helps support mental or physical wellbeing will not only help them cope, but make them feel cared for.

It can also be a good idea to introduce your team to some basic relaxation, breathing or mindfulness techniques that can help them if they are feeling overwhelmed during the day. HR may be able to arrange a short taster session in the office at relatively little cost.

But, as the Love2shop survey points out, tangible rewards can also prove invaluable when it comes to supporting your staff. Other findings included:

  • 34% of people would spend a multi-retailer gift card from their employer on the weekly shop. 12% would spend it on school essentials for their children
  • Six-in-10 employees said spontaneous gifts or gifts or vouchers at key times of year (like Christmas) would make them feel more valued.
  • 90% said a surprise gift of a multi-retailer gift card would make them feel more valued.

Love2shop is one of the best known gifting brands in the UK. Available as a physical voucher, gift card, email or smartphone voucher, Love2shop is accepted by around 150 retailers.

These include well-known brands such as Marks & Spencer, Iceland, Matalan, Argos, Costa, Harvester, Tui, Jet2Holidays and many more.

What’s important to remember is that this isn’t just about Christmas. Since the pandemic the phenomenon of people being prepared to switch jobs to improve their own circumstances has grown rapidly.

People still want to be paid well, but they also want to work in places they feel valued, where achievements are rewarded and where wellbeing is seen as an intrinsic part of business performance.

People want to know their employers genuinely care about them as people. A little investment this Christmas could reap long-term dividends in terms of staff retention, productivity and higher revenues.

If you want to implement an employee engagement programme that delivers long-term benefits for your team and your business, contact our expert advisers here to discuss Love2shop’s Engagement Platform and our Gift Card, Contactless Gift Card and e-Gift Card options.

How work Christmas celebrations can add to financial stress

/in , /by

Christmas is typically an expensive affair – presents, extra food, parties, not to mention heating bills in one of the coldest months of the year.

Unfortunately, well-meaning employers can add to the burden with events and activities designed to be fun but which put even more pressure on people’s finances.

According to research from experience booking platform Fizzbox, the average cost per person of the work Christmas party in 2023 will be £52.69 per person. That’s 3% higher than last year.

The traditional Christmas ‘do’ was once a few drinks in the office paid for by the business. Today a meal at a nice restaurant is the bare minimum for most. Generous employers might foot some or all of the bill, while others expect staff to dip into their own pockets.

But regardless of how much (or little) the company contributes, that is not the end of the spending for employees. There are additional costs, whether that’s a new outfit, a hairdo, the cost of taxis or even, if they live further afield, the cost of a night in a hotel.

The price of fun

Women’s fashion brand Oasis has published research showing that the average woman will spend £281.78 on the Christmas work celebrations.

Almost everyone surveyed said they bought new clothing accessories at an average cost of £139.23. Transport costs came to £27.55 with accommodation adding £61 to the bill.

And it isn’t just the Christmas party. Secret Santa, where you buy gifts for colleagues, is also increasingly common in workplaces across the country.

On average people spend £12 on Secret Santa gifts, but according to financial website The Motley Fool, Brits throw away £32m worth of those gifts every year. That adds up to just over 2.5m individual gifts. It is a huge financial waste in the midst of a cost of living crisis.

Throw in the pressure of taking part in Christmas jumper days and other seemingly small festive outlays and it’s easy to see how Christmas fun can become a challenge for people already struggling to make ends meet.

Gifts that matter

Employers can help their teams celebrate at Christmas without the added expense however. In fact, with a little thought we can actually make the festive season a little less financially stressful!

Multi-retailer gift cards from Love2shop allow you to give your employees the gift of choice. Those who want a get-together can meet up and use their gift cards in one of the restaurants or bars that accept Love2shop, while those who are feeling the pinch financially can put them towards gifts or food for Christmas.

And there’s a benefit to employers too. Giving gift cards up to the value of £50 per employee can be done tax-free under HMRC’s Trivial Benefits provisions – reducing both the cost and the admin work giving bonuses through payroll can create.

You can see the savings for yourself using our Tax-Free Gift Calculator tool.

Benefit of kindness

Love2shop is one of the best known gifting brands in the UK. Offering gift cards, contactless gift cards, e-gift cards and vouchers, Love2shop products are accepted by more than 150 retailers including Marks & Spencer, Iceland, Matalan, Argos, Costa, Harvester, Tui, Jet2Holidays and more.

It recently published its Employee Value Report 2023 which found 90% of UK employees said a surprise gift of a multi-retailer gift card would make them feel more valued. In addition, 57% of people said days off, multi-retailer gift cards or flexible working are the best workplace rewards, all benefits that help people manage their spending and ease their everyday stress.

The report also found 34% of people given a multi-retailer gift card would spend it not on treats, but the weekly shop.

Giving a reward that has a practical impact on their lives increases employees’ sense of value. It shows them you understand the pressures they are facing – even if they have not shared that with you – and that you want to support them. It makes them feel like they are important to you as a person, not just an employee.

For a relatively small outlay, employers can get into the Christmas spirit by giving hardworking staff gift cards. For example, you could give every employee the same value gift card to buy their Secret Santa gifts.

Offering multi-retailer gift cards helps those who are worried about the financial challenges they are facing this Christmas and the stigma of not being able to afford to join in with their colleagues – which can lead to people experiencing anxiety or taking sick days to avoid events.

Christmas, as we are reminded every year, is meant to be a time of goodwill. With a little bit of thought and creativity, and a relatively modest outlay, you can help your staff get into the Christmas spirit and foster a greater sense of two-way loyalty in your business.

If you want to ease the financial stress of workplace Christmas events, contact our expert team here to discuss Love2shop’s Gift Card, Contactless Gift Card and e-Gift Card options. They can help you find the right gifts for your employees right up until Friday, 22nd December.

What UK workers really want from their employer this Christmas

/in , /by

For the second Christmas in a row employers and employees are sharing the pain of the rising cost of living.

Can festive bonuses or gifts make a real difference – and are they cost effective?

Inflation and energy prices may have come down from the scary peaks of early 2023, but they remain stubbornly high. So how can employers reward staff when budgets are tight – and what to their workforce really want to help them through?

As individuals we’re worrying about whether we can afford to put the heating on, cutting our food budget to feed our families and questioning whether we can afford fuel to get to work.

Businesses are also feeling the squeeze. The cost of energy and raw materials rose sharply earlier this year – it may now be rising more slowly, but it’s still high. Employers have to consider whether to absorb those costs or pass them on to customers.

All of which could make rewarding employees this Christmas for their hard work and commitment throughout the year difficult. Indeed, some employers will be tempted to view it as an unjustifiable expense or an easy saving.

Cut gifts now, repent at leisure

New research shows that taking such a short-term view is a false economy that will create more further down the line with motivation, productivity and employee retention all negatively impacted.

The team at Love2shop are experts in this field. For decades the have worked closely with more than 150,000 employers from across multiple sectors to create simple, effective rewards strategies that increase employee value, reduce staff turnover and support positive, motivated working environments.

Love2shop has just published its second Employee Value Report and it makes stark reading for any employer considering scrapping rewards for staff this Christmas.

It revealed 5.5m UK workers feel undervalued in their jobs, with 80% of them actively looking for a new role.

However, the UK-wide survey also found 87% of people say a spontaneous gift from their employer would give them a feeling of recognition. And 90% said being surprised with a multi-retailer gift card would make them feel valued.

Ease the festive financial pressure

Digging deeper into the statistics, extra days off, multi-retailer gift cards or flexible working were the top rewards favoured by 57% of respondents.

And a gift card makes a real difference when it comes to making ends meet. The Employee Value Report found 34% of people would spend a multi-retailer gift card from their employer on the weekly shop – the same number as would spend it on a meal out.

It also discovered 12% of UK workers would spend a gift card on school essentials for their children.

That’s is a clear indication of the financial pressure we are all dealing with. The most meaningful gift employers can give this Christmas is something that practically helps your colleagues to simply get by.

Love2shop is one of the best known gifting brands in the UK. Offering gift cards, contactless gift cards, e-gift cards and vouchers, Love2shop products are accepted by more than 150 retailers including Marks & Spencer, Iceland, Matalan, Argos, Costa, Harvester, Tui, Jet2Holidays and many more.

Make your list, check it twice

It’s not too late to deliver a special gift for Christmas 2023.

With Love2shop, bulk orders for gift cards can be delivered in time for Christmas if ordered by Friday, 15th December. Digital products like Love2shop Contactless Gift Cards and Love2shop e-Gift Cards can be sent straight to their inbox and can be set to arrive anytime, even on Christmas Day!

It’s also worth remembering that gifts up to the value of £50 do not need to be declared to HMRC and are not subject to tax or National Insurance under the Trivial Benefits provision, which means no additional paperwork or costs to your business.

Use Love2shop’s Tax-Free Gift Calculator to instantly see how much you could save on Christmas gifts compared to giving through payroll here.

Gifts that keep on giving

With workers more likely to spend any extra money on just getting by, can employers support their teams all year round?

They can with Love2shop’s Everyday Benefits Card. This allows cardholders to preload funds to access savings on their purchases. An average family could save more than £1,300 each year.

When you load funds onto your Everyday Benefits Card however much you load on is discounted by 7.5% – so every £100 loaded on only costs you £92.50. Employees can top up their funds all year, receiving the same discount each time.

This can help them save all year round on essential purchases including their weekly shop, clothing and more.

If you haven’t set your Christmas staff gifts in stone yet, now is the time to think carefully about what you offer. If you’re still not sure feel free to contact our team here. They can help you find the right gifts for your employees right up until Friday, 22nd December.

The Employee Christmas Rewards Minefield

/in /by

 

The Employee Christmas Rewards Minefield

Choosing the right Christmas gift for your team should be a pleasure, something that marks the start of the festive period, puts a quiet smile on your face and a warm glow in your heart.

It can also be fraught with politics and challenging complications based on employee interrelationships, team versus individual performance and a long list of lifestyle choices that even the most personable boss may not know about.

Despite all this, the opportunity to say thank you and give your employees’ morale a boost shouldn’t be missed. In an attempt to make life slightly simpler for you, here is our list of the pros and cons of the top employee Christmas gifts.

 

Individual gifts

In an ideal world, we’ve all got time to peruse inspiring shops and websites or have been taking notes throughout the year and can simply get on and buy personal gifts for all our team members or employees. In reality, this may not be the case, and buying individual gifts can be quite time-consuming and actually incredibly stressful in the countdown to Christmas.

Cash

Cash is king they say, but it’s not really great as a gift because there’s nothing personal in it and it tends to be perceived as a performance related bonus. It’s extremely flexible but it may not actually have any notable effect as a gift because it’s as likely to be spent in the supermarket on the way home as on something that’s looked back on with fondness.

Vouchers and gift cards

Vouchers offer a balance between the absolute flexibility of cash and the suggestion that some thought has gone into the gift. It also avoids the risk of being frittered away on a celebrity gossip magazine or some bathroom cleaning products grabbed on the way home and they can be presented with a bit of theatre.

Experience days

Experience days can be great: you are giving people the chance to try their hand at something new, but you do need to be careful about what phase of life people are at. If they’ve just had a baby, for example, is their partner going to really thank you if they take a day away from the family and throw themselves out of a plane? That said, a relaxing spa day may be very much appreciated! There’s plenty of scope for giving people something they want in a way that provides some flexibility.

Food, drink and hampers

Again, this very much depends on your employees’ stage of life and personal preference. If you present a 25-year-old with a ham, will they know what to do with it? You may know that your team member isn’t a vegetarian, but what if their partner is? With a bit of thought and research, food and drink can be a very kind gift, but it is labour-intensive.

E-codes

E-codes have almost as much flexibility as cash without being so flexible that they simply get spent without anyone batting an eye. While they may be perceived as lacking a bit of the potential theatre of vouchers, they can also be extensively personalised assuming that your team members are comfortable with a smart-phone or tablet, plus they eliminate distribution issues.

Download our Christmas rewards guide

Download guide

Whichever way you decide to go, the positive impact of a well-chosen gift can be a significant morale booster, so here are three pieces of advice we would offer:

1. Know your team

We are all individuals and a badly thought through Christmas gift can stay as long if not longer in the memory than one that’s well thought through. Before making a choice, take the time to subtly find out if a particular gift idea would be well received, and potentially, and equally subtly, run it past another team member to see if they immediately point out some facet of personality that you’d missed.

2. Have fun with it

Like anything in leadership, people tend to work out pretty quickly when you are just going through the motions. Make sure you put some thought into what you are giving your teams and make sure you are doing it with a smile.

3. Best advice though… Don’t leave it until the last minute

The best advice that we can offer though is not to leave it until the last minute. As with anything where Christmas is involved, the sooner you start the process of choosing the gift, the more likely you are to find the inspiration to get it right and at a reasonable price.

Check out our Christmas reward options here.

 

employee benefits packages

What are Employee Benefits Packages?

/in , /by

They are a set of offerings (comprehensive or otherwise) provided to employees as well as their regular wages. These packages include incentives aimed at improving the wellbeing and satisfaction of employees.

Employee benefits packages play a vital role in attracting and retaining valuable employees. A well-designed benefits package can show an employer’s commitment to the wellbeing of their workforce. This contributes to improving loyalty and engagement among employees.

This blog post explores the exciting world of employee benefits packages. We’ll touch on their components and significance and examine what’s included in a standard benefits package for employees.

We will also discuss the best employee benefits packages in different industries, focusing on employee benefits packages in the UK. Finally, we’ll examine the key considerations when designing and evaluating benefits packages.

Components of Employee Benefits Packages

Monetary Benefits

Monetary benefits are an important component of employee benefits packages. This includes bonuses, profit-sharing, and commission structures. These financial rewards recognise employees’ contributions. They also incentivise high performance, and provide tangible compensation for their efforts.

Health and Insurance Benefits

These benefits are crucial for employees’ wellbeing and security. They often include plans that cover medical, dental, and vision expenses. Additionally, employers may offer disability, life insurance, and other coverage options to provide employees with financial protection in case of emergencies.

Retirement and Pension Benefits

This benefit is vital for employees’ long-term financial security. They include employer-sponsored retirement plans, such as pension schemes in the UK. Employers may offer matching contributions or other forms of assistance to help employees save for their future and contribute to a comfortable retirement.

Time Off and Leave Benefits

These are essential for promoting work-life balance and wellbeing. It can be anything from paid vacation days to holidays, sick leave, and enhanced parental leave. They provide employees with the necessary time to recharge and attend to personal and family obligations. This ultimately creates a healthier and more productive workforce.

Additional Perks and Non-Monetary Benefits

These range from flexible work arrangements, such as remote work options or flexible hours, to professional development opportunities, employee assistance programs, wellness initiatives, and employee discounts. These perks contribute to a positive work environment and enhance the overall employee experience.

Putting it into practice, a company might offer an employee benefits package that includes a defined contribution pension scheme with employer-matching contributions. They may also provide private health insurance coverage for employees and their families, allowing access to a network of private healthcare providers. The package could include 25 days of annual leave, plus public holidays, to ensure employees have sufficient time off. The company may also offer a sickness absence policy that provides enhanced sick pay above the statutory minimum, ensuring employees feel supported during illness or injury.

By offering a comprehensive combination of monetary and non-monetary benefits, employers aim to provide their staff with a well-rounded package that supports their financial, physical, and emotional wellbeing. These components all contribute to attracting top talent, improving employee satisfaction, and fostering a positive and productive work culture.

Why should businesses invest in Employee Benefit Packages?

Attracting and Retaining Talent

Employee benefits play a crucial role in attracting and retaining talent. By offering a  comprehensive benefits package, employers are more competitive. It demonstrates their commitment to the wellbeing and satisfaction of their workforce. Potential employees consider the value of the benefits package when weighing up job opportunities. A strong package can be the deciding factor when making their decision to join a company. And, employees who feel valued and supported are more likely to stay with the organisation leading to reduced turnover and recruitment costs.

Employee Satisfaction and Wellbeing

Employee benefits packages directly contribute to satisfaction and wellbeing. Providing benefits that focus on employees’ physical and mental health needs, such as comprehensive health insurance and wellness programs, promotes a healthier workforce and reduces stress levels. Benefits like flexible working and professional development opportunities can enhance job satisfaction and personal growth. These all lead to increased employee engagement and productivity.

Promoting Work-Life Balance

Work-life balance is increasingly recognised as a crucial aspect of employee wellbeing and job satisfaction. Employee benefits packages that include generous holiday time off, parental leave, and flexible work arrangements allow employees to maintain a healthy balance between their personal and professional lives. These benefits help employees manage their responsibilities outside of work, resulting in improved morale, reduced burnout, and increased loyalty to the company.

Supporting Financial Security and Retirement Planning

Employee benefits packages provide a foundation for employees’ financial security and retirement planning. By offering generous pension schemes, employers support employees in building a nest egg for their future. Matching contributions or employer-provided retirement benefits further enhance employees’ financial wellbeing. Additionally, benefits like life insurance, disability coverage, and financial planning resources provide employees with a safety net and peace of mind, promoting financial stability throughout their careers.

By investing in comprehensive benefits, employers demonstrate their commitment to the overall welfare of their workforce and create a positive and supportive work environment.

Best Employee Benefits Packages in Various Industries

Healthcare and Medical Industries

In the healthcare and medical industries, employee benefits packages often prioritise comprehensive health insurance coverage for employees and their families. Additional benefits may include flexible scheduling options, continuing education and professional development opportunities, tuition reimbursement programs, and access to cutting-edge medical technologies and facilities. Some employers in this industry may also offer specialised wellness programs, such as onsite fitness centres or wellness coaching.

Tech and Start-up Companies

Tech and start-up companies are known for offering innovative and competitive employee benefits packages to attract top talent. These packages often include perks like flexible work hours, remote work options, stock options or equity plans, generous parental leave policies, and opportunities for professional growth and development. Additional benefits may include unlimited paid time off, unique office spaces, wellness programs, and employee social events.

Financial Services and Banking Sector

The financial services and banking sector typically offers attractive employee benefits packages to attract and retain skilled professionals. These packages often include competitive salaries, performance-based bonuses, and comprehensive health insurance coverage. Retirement and pension benefits may include generous employer contributions to retirement savings plans or pension schemes. Other common benefits in this industry include professional development programs, tuition reimbursement, financial planning resources, and access to exclusive financial services or products.

In each of these industries, employers strive to provide benefits that align with their employees’ needs and aspirations, creating a supportive and rewarding work environment. It is important to note that specific benefits and packages may vary between organisations within each industry, reflecting the unique priorities and cultures of different companies.

Employee Benefits Packages in the UK

The UK employment landscape is governed by a set of regulations and laws that shape the structure and requirements of employee benefits packages. The government sets minimum standards through legislation such as the Employment Rights Act, the Equality Act, and the Pensions Act. These laws ensure that employees are protected and have access to certain benefits and rights in the workplace. Additionally, industry-specific regulations may apply, further affecting the design and implementation of employee benefits packages.

Common Elements of Employee Benefits Packages in the UK

Employee benefits packages in the UK typically include a range of benefits aimed at supporting employees’ financial wellbeing, health, and work-life balance. Common elements may include:

    • Pension schemes: Employers often provide pension schemes, such as defined contributions or defined benefit plans, to help employees save for retirement. Auto-enrolment requirements ensure that eligible employees are automatically enrolled in workplace pension schemes.
    • Health insurance: Employers may offer private health insurance schemes that provide access to medical treatments and services beyond what is available through the National Health Service (NHS). This can include coverage for specialists, faster treatment options, and additional wellness benefits.
    • Annual leave and public holidays: UK employers are legally required to provide a minimum amount of annual leave and observe public holidays. The statutory entitlement to paid leave is typically 28 days, including bank holidays, for full-time employees.
    • Sick pay: Employers must provide Statutory Sick Pay (SSP) to eligible employees who are unable to work due to illness. SSP provides financial support for a limited period to help employees during their absence from work.

Key Considerations for UK Employers and Employees

Both employers and employees in the UK should consider various factors when it comes to employee benefits packages. Employers need to ensure compliance with legal requirements, understand industry norms, and consider the specific preferences and needs of their workforce. They must also weigh the costs and potential impact on recruitment and retention. Employees, on the other hand, should familiarise themselves with their entitlements, understand the benefits on offer, and consider how the package aligns with their personal goals and priorities.

By understanding the common elements of employee benefits packages in the UK, examining specific examples, and considering the key considerations for both employers and employees, stakeholders can navigate the complexities of the UK employment landscape and make informed decisions relating to employee benefits.

How to Create an Effective Employee Benefits Package

Creating an effective employee benefits package requires careful consideration of employee needs, cost considerations, customisation, and ongoing evaluation. By following these steps, employers can develop a package that meets the diverse needs of their workforce.

Assessing Employee Needs and Preferences

To create a successful benefits package, it is essential to assess the needs and preferences of employees. You can do this through surveys, focus groups, or one-on-one conversations. Understanding what matters most to employees in terms of financial security, health and wellness, work-life balance, and career development will help employers design a package that resonates with their workforce.

Balancing Costs and Benefits

Balancing costs and benefits is a crucial aspect of creating an effective package. Employers need to consider their budgetary constraints while ensuring that the package provides meaningful value to employees. It is important to strike a balance between offering competitive benefits that attract and retain top talent and managing costs to ensure the financial sustainability of the organisation.

Customising the Package to Meet Diverse Employee Needs

Recognising that employees have diverse needs is key to creating a successful benefits package. Employers should aim to provide a range of options that cater to different life stages, family situations, and personal preferences. This could involve offering a selection of healthcare plans, flexible work arrangements, or voluntary benefits that employees can choose based on their individual circumstances.

Evaluating and Adjusting the Package Over Time

Creating an effective employee benefits package is an ongoing process. Employers should regularly evaluate the package’s effectiveness by seeking feedback from employees, monitoring utilisation rates, and staying informed about industry trends and best practices. By regularly reviewing employee needs and market dynamics, employers can make informed adjustments and enhancements to the benefits package over time, ensuring its continued relevance and value.

By following these steps, employers can create an effective employee benefits package that aligns with the needs and expectations of their workforce. This will not only help to attract and retain top talent but also contribute to a positive work environment and the overall success of the organisation.

To sum up…

Employee benefits packages are an integral part of the employment landscape. They provide valuable offerings to employees beyond their regular compensation. These packages include a wide range of benefits aimed at supporting employees. They provide financial security, health and wellness, work-life balance, and overall wellbeing.

Investing in a comprehensive employee benefits package is crucial for employers. A well-designed benefits package shows your commitment to the wellbeing of your workforce.

By assessing employee needs and preferences, employers can align their offerings with what matters most to their workforce. Balancing costs and benefits ensures the package provides meaningful value. It also ensures the package remains financially sustainable. Customising the package to meet diverse employee needs recognises the individuality of the workforce. Finally, regularly evaluating and adjusting the package over time ensures its continued relevance and effectiveness.

Ready to create a competitive and impactful employee benefits package? Explore the possibilities and invest in an employee recognition platform that helps your staff feel valued and appreciated. Take the next step towards success – create an employee benefits package that sets your organisation apart.

 

What are employee benefits

Employee Benefits – What You Need to Know

/in , /by

An effective employee benefits strategy can make a significantly positive impact on your business performance. This can range from company car allowances to healthcare schemes, enhanced annual leave entitlement to reward bonuses.

It’s easy to write benefits off as a cost – but get them right and you can improve employee retention and talent recruitment, enhance your customer experience and increase your revenues. What is important is ensuring you have a strategy in place and you offer benefits for employees that are meaningful to your workforce.

Love2shop are experts in employee benefits and engagement, so we’ve created a quick guide covering everything you need to know:

What are employee benefits?

If you’re new to this, basically employee benefits are anything outside of an employee’s salary and work-related equipment that they receive from the business.

According to our UK-wide Employee Value Survey, 56% of potential recruits scope-out your reward, recognition and benefits offer before applying for a job. In other words, if your benefits offer is wrong, you could be missing out on the best talent without even knowing it.

What matters is not how expensive or cool your benefits are, but whether they are attractive to the talent you want to hire and retain and how effectively they strengthen your relationship with your employees

Why should my business offer employee benefits?

It’s a good question. While salary is still important, employees want to know that their efforts are valued and that their employer is as supportive and flexible as they can be. First and foremost, employees are people, and as people are motivated by a feeling of value, self-worth and recognition for their contribution to your business or team.

Getting your employee benefits offer right really matters. Our Employee Value Survey found that 52% of employees believe their output increases when they feel valued by their employer – and a staggering 74% stated they would look for a new job elsewhere if they felt undervalued.

What employee benefits should I offer?

Ultimately that should be determined in consultation with your employees, but there are a number of common benefits you can consider introducing:

Additional leave

In the UK most full-time employees are entitled to a minimum of 28 days of annual leave, with some exceptions. These 28 days can and often do include bank holidays. But as a benefit you can offer employees more than the statutory, either as one-off rewards, recognition of long service or simply as part of their contract. Annual leave or Paid Time Off (PTO) is a powerful incentive for talent looking for a greater work-life balance.

Spontaneous gifting

According to our Employee Value Survey 76% of employees feel valued, or that their work is recognised, when they receive a spontaneous gift from their employer. One of the best ways to do this is using multi-retailer gift products like Love2shop Gift Cards or Love2shop Contactless – which allow employees to spend in store or online with more than 120 retailers. HMRC will allow your business to give non-cash gifts tax-free – including gift cards and e-Codes – up to a value of £50 per employee. You can purchase Love2shop gift cards here.

Healthcare schemes

These are popular with corporate businesses in the UK. They make access to private healthcare more affordable and can also help with dental costs and other healthcare costs not typically covered by the NHS.

Such programmes can also include qualifying family members, making it a wider benefit for your employees as their spouse or child may also be covered. Investing in staff health is a very clear way to show your business values them as people, not just employees.

There are a number of reputable providers for businesses of varying sizes, including Westfield, Vitality and Bupa.

Retail discount programmes

This is a cost-effective way to offer employees a year-round benefit that gives them real savings on their regular high street spending. Love2shop offers just such a scheme, the Everyday Benefits Card. Employees can pre-load this card with funds at a discounted rate (7.5%) – before using those funds to make purchases with major high street brands. So if they load £100 onto their card, they only pay £92.50, offering the chance to make real savings on everyday essentials. Employers can purchase these cards to give to staff and can choose whether to load funds on themselves as an added bonus.

Hybrid remote working

While remote and flexible working seemed like the norm post-pandemic, a number of businesses have begun to recall people to the office making this a benefit many are seeking in recruitment ads once more.

Hybrid remote working when implemented well allows junior team members to learn from the more experienced colleagues while allowing teams and individuals the flexibility to work from home regularly, saving money and avoiding the commute. Employees value this benefit as it helps show that you understand they have a life outside work and working from home can make that easier.

Hybrid working does not work for every role however. Where it is impractical you can consider flexible working, with core hours and flexible start/finish times.

Personal development/training

Training and development not only improves the skillset of your employees – it shows them you want to help them improve and are invested in their future.

Government research has classed learning as one of the five key ways to improve your wellbeing and upskilling through training is seen as a belief and investment in the individual – something that can have a powerful effect on both employee confidence and loyalty.

The benefits you offer should make a difference to your employees and be used to bring them practical benefits. For some workplaces, lunchtime yoga and dog-friendly offices are exactly the right benefits. For others, greater work/life balance or financial rewards are more suitable. The important thing is understanding what makes your employees feel valued and motivated.

How do I manage my employee benefits?

Some benefits are spontaneous, offered to mark major events or as a thank you. But it is possible to make your employee benefits more data-driven.

You could, for example, use a modular engagement platform. Love2shops own engagement platform allows you to manage benefits that are earned for performance, reward training module completion and create an employee feedback environment where people can thank colleagues openly for outstanding work.

You can also use an engagement platform to assess the popularity and effectiveness of existing benefits and consult on changes, to replace ineffective benefits with ones that your workforce really wants.

Benefits can also be baked into your employment contracts, but this can make them harder to amend if they become ineffective.

Some larger businesses have a dedicated benefits expert, however typically HR teams take responsibility for employee benefits schemes. Finding the right software solution for your business is key however, as it will streamline the process for them and help you build an employee benefits strategy that works.

Contact Love2shop today for your own employee benefits scheme

Love2shop offers a wide range of vouchers and gift cards from popular high street retailers, restaurants, and leisure attractions. This gives your employees the flexibility to choose what they want, and when they want it.

Setting up an employee benefits scheme with Love2shop is quick and easy. Our team of experts will work with you to create a scheme that is tailored to the needs of your business and your employees. Get in touch with us to see how we can help.

Employee Engagement Survey

Employee Engagement Survey

/in , /by

When your employees are fully engaged at work, the benefits seep into all areas of the company. From productivity output to customer experience – employee engagement is an important business practice you can’t afford to neglect.

One tried-and-tested way that helps regulate this is using employee engagement surveys. These questionnaires are different to your regular ‘run-of-the-mill’ feedback forms.

They help acknowledge how employees truly feel about their workplace.

Whether they’re completely happy with their job or have particular concerns, the surveys allow you to invest in career development and business progression. Let’s take a look at what an employee engagement survey is, what the benefits are, and how to build one that works for you.

What is an employee engagement survey?

An employee engagement survey is a questionnaire that collects information from a workforce. It presents a variety of questions and comment boxes allowing employees to share feedback on job satisfaction.

Employee engagement surveys help employers identify performance, motivation, and loyalty. The feedback that’s collected is then used to enhance or improve levels of engagement – in individual teams or across entire departments.

Judging by the name, you might think employee engagement surveys only benefit employees. Actually, they can also help employers create positive and real-time progression for their businesses.

What are the advantages and disadvantages of employee engagement surveys?

There are numerous benefits for using employee engagement surveys. But it’s also important not to ignore the hurdles of employee engagement, too.

Let’s take a look at the advantages and disadvantages of employee engagement surveys:

Advantages

  • They lead to better job satisfaction for employees.
  • They enhance staff morale and wellbeing.
  • They encourage trust and loyalty towards the business.
  • They help create an inclusive and respectful workplace culture.

The greatest benefits of employee engagement surveys are that they promote mutual respect, trust, and honesty. Anonymous questionnaires allow employees to share their true opinions or concerns about their job. Open communication like this helps enhance staff retention, business output, and overall success.

Disadvantages

  • They can be time-consuming (especially when collecting vast amounts of data).
  • They open doors to all kinds of feedback (which can be hard to go through).
  • They focus more on past events rather than future goals.
  • They may be returned blank or without productive feedback.

If employees don’t see the value of the surveys or don’t believe change will come, they won’t spend any time filling them out. Without solid work relations, it’s difficult to engage employees or future generations through the surveys.

What types of questions are included in employee engagement surveys?

There are endless types of questions you can add to an employee engagement survey. It all depends on what you want to discover about your staff, work practices, or business on a whole.

Let’s take a look at examples of employee engagement survey questions:

Job satisfaction questions

Establishing job satisfaction is arguably the most important element when it comes to employee engagement surveys. They help employers identify who is happy working within their role and who could use a boost of reassurance.

Common questions on job satisfaction include:

  • How do you feel about your work?
  • Would you recommend working here to others?
  • Do you enjoy being part of this business?
  • Do you feel proud of your work?
  • Are you satisfied with your current work entitlements, benefits, and terms?
  • Which do you prefer: working alone or in team projects?

Workplace alignment questions

Workplace alignment questions are all about creating a relationship between an employee’s emotions and their workplace. This helps highlight any personal targets, as well as overall business goals.

Common questions on workplace alignment include:

  • Do you feel like your work is meaningful for the business?
  • Are your work achievements recognised by your peers, managers, or others?
  • Is management invested in your career development?
  • Do you work in a safe and comfortable environment?
  • Are you inspired by the business’s goals and visions?
  • Are your managers interested in your cultural initiatives?

Career progression questions

Off the bat, these questions might seem like they only apply to employees. But actually, highlighting personal goals and future aspirations can help employers utilise their workforce to its fullest.

Common questions on career progression include:

  • Where do you see yourself in a year’s time?
  • Do you think your role benefits your career development?
  • Is there a different job you’d like to progress into?
  • Do you believe you have the right support to enhance your career?
  • Have you ever thought about leaving your current role?
  • Is there anything impacting your career development?

Open-ended questions

All employee engagement surveys should include open-ended questions that relate specifically to the business. These will vary depending on what feedback you actually want to uncover from your staff.

Common open-ended questions include:

  • What work practices or customs should we change?
  • Are there any faults within our work culture?
  • Have you witnessed workplace changes since the last survey?
  • How do you think we can improve employee engagement?
  • Is there anything else you’d like to add?

How to build a survey for employee engagement

Every employer will have their own needs and interests for using employee engagement surveys. Some want to improve business loyalty; whilst others want to invest in employee progression.

It doesn’t matter if you’re downloading a free employee engagement survey template or creating your own – there are numerous things to consider when building a survey of employee engagement. Let’s take a look at them:

Create a survey that fits your needs

The first step employers should take is creating a survey that fits their business needs. It’s fine to copy an employee engagement survey example from the internet. However, in order to utilise them fully, they must tailor them to your workplace.

For example, you want to find out how your workplace cultures impact new employees. The surveys could include closed questions to collect vast amounts of numerical data. Or they could include more open questions to establish a more realistic insight into your cultures.

Remember, every business will have its own goals, visions, and strategies. Even if you copied a survey format from a parallel company, it won’t be as favourable as building your own.

Consider the length of your surveys

It’s important to consider the length of your employee engagement surveys. This includes how long it’ll take an employee to fill out, as well as how often they should be held.

There are no set rules on how long surveys should be; but try to aim for 30 mins. This means employees could complete them on their lunch breaks, at home, or even during work hours – without it affecting their tasks.

When it comes to how often you should hold surveys, a rule of thumb that most businesses follow is once a year. In the end, it’s all about collating information and feedback that will help further business development – for you and your employees.

Keep your surveys private and anonymous

When it comes to employee feedback, you may be presented with all kinds of information. Some great, some not so great. Whichever way it flows, it’s important to keep all surveys private and anonymous.

Employees should be able to share their opinions – good or bad – without worrying about any potential consequences. By keeping surveys confidential, you’ll have access to genuine feedback that can truly help improve your business.

Some employee engagement surveys don’t include personal information; like age, sex, or job role. However, if you want to look into feedback concerning personal information, make sure you state your reasons. For example, if you want to look into gender pay gaps within your company, employees may need to state what sex they are.

Start making positive changes

Once you’ve collated feedback from the surveys, you’ll need to sort them into categories. Employers should make a note of positive comments that should be continued within work practices.

You should also list all negative points and deal with them appropriately. Of course, you’re not expected to implement every single piece of feedback – especially if you don’t agree with it or if it could jeopardise your business growth.

Instead, highlight ones that you plan to implement and ones you need to reconsider. Remember, feedback goes both ways, so clarify what your next steps are. Honesty and transparency are crucial at this stage. Without them, employees could be put off from completing future surveys – risking engagement, loyalty, and commitment for good.

Make the best of employee engagement surveys with Love2shop

There are countless benefits of employee engagement surveys. It simply falls to the employer to create surveys that encourage the best feedback for the best outcome.

A great way to grow employee engagement is to reward them for good behaviour and achievements at work. What better way to do this than by giving gift cards and vouchers!

Love2shop offers gift cards guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to further employee progression or business visions, Love2shop has the perfect gift card for you.

employee engagement plan

Employee Engagement Plan

/in , /by

It’s common for employees to be motivated by things like their paycheck or bonuses. But how do you inspire them to commit to the business itself?

Employee engagement plans are more than a simple marketing strategy used by businesses. They’re valuable tools used to encourage motivation, loyalty, and commitment for company values.

Let’s take a look at what an employee engagement plan is, why they’re used for, and how to create one that’ll help strengthen relations with your employees.

What is an employee engagement plan?

An employee engagement plan is a business strategy used to measure how emotionally committed a person is towards their job.

When an employee is highly dedicated or happy at work, they’re usually more engaged. They’re often driven by personal and professional goals. Such as, learning new skills or aspiring for a promotional opportunity.

An employee engagement strategy plan helps utilise these to encourage steady growth for a business. Whilst the employee develops themselves professionally, it benefits the company on a whole.

The strategy plan can include short-term activities that create change immediately. But, it can also embed engagement goals for the long term. Whichever you choose, employee engagement plans should be customised to suit individual employees. It’s this that helps establish business loyalty, commitment, and satisfaction.

What are employee engagement action plan examples?

Using an action plan to improve employee engagement can lead to many outcomes. It all depends on your business goals and objectives.

‘Do you want to improve employee experiences? Do you want to build a bigger clientele? Do you want to become an inclusive workplace?’

Whatever your aims are, investing in your employees not only helps them grow, it’s also beneficial for your company too. It can also help with:

  • Increasing individual responsibility and autonomy.
  • Growing better communication channels between workplace departments.
  • Ensuring employees are well-rehearsed on company values, ethics, and goals.
  • Investing in career development and mentoring opportunities.
  • Creating a diverse, equal, and inclusive work environment.
  • Championing cohesion, comradery, and harmony between teams.

How to create an employee engagement plan that works for your business

It’s okay for employers to use employee engagement action plan ideas they’ve found online. But it’s always best to create ones that meet your individual needs as a company.

Whichever method you choose, they should all lead to developing encouragement, allegiance, and motivation towards your business values. They should also help you overcome any workplace hurdles that could deter engagement in the short and long-run.

Let’s take a look at to create an employee engagement plan that works for your business:

Create an action item

The first step for employers should take creating an action item. This asks the question, ‘what action needs to be taken to improve employee engagement?’

An action item dives deeper into what specific areas need additional amendments when it comes to improving employee engagement. Maybe you’re facing troubles with the aftermath of a business merger; or facing an increase in sick leave due to working conditions.

An action item may include providing additional HR services so employees can talk to a neutral person about the merger. Or you could provide flexible working to help decrease the overall number of sickness absences. Whatever the issue may be, it’s important to identify the problem that’s stopping your business from running well.

Write an action description

The second step of the employee engagement plan is to write an action description. This asks the question, ‘what method do I need to include to manifest my action item?’

An action description is a process which outlines what the action item should include. It’s sort of like an ‘A-Z manual’. The description should include as many details as possible – from both a business and employee point of view.

For example, some employees may want the option to work overtime in order to earn more money. You could create a separate work rota to account for these extra hours – ensuring they don’t exceed the legal weekly maximum amount. All necessary steps should be included in your action description.

Assign an overseer

The third step involves assigning an overseer. They will be in control and hold full responsibility for employee engagement plan activities from start to end.

This can be employers or a HR representative. These people can evoke authenticity or seniority when it comes to implementing company-wide changes. It could also be senior employees or a dedicated team. They’ll have a better ‘on-the-ground’ perspective when it comes to engagement issues in the workplace.

Whoever they are, the overseer should champion the methods included in the employee engagement action plan. It’s best to give them distinct, just to ensure changes have been completed. However, try to trust the process and allow them to take full charge.

Outline a completion date

The fourth step of the employee engagement plan is outlining a completion date. Some action items can be implemented within a short timeframe. Other times, they may require weeks, even months, to manifest fully.

Make sure your strategy plan outlines a suitable time-frame and deadline for completion. This presents a realistic perspective for both you and your employees. Planning ahead like this also allows you to use extension periods if and when necessary.

After this, you’ll be able to replicate your employee engagement plan into other areas of concern within the business. All these steps are directed towards creating a more inclusive and coherent workplace.

Ask for regular feedback

The final step involves asking employees for feedback on your implementations. This is usually presented through an employee engagement survey communication plan.

It’s normal to ask for feedback when workplace changes occur – especially when it directly (or indirectly) affects employees. Some changes may not cause any concerns at all; whilst others may cause unforeseen problems you didn’t plan for.

Be open to all types of feedback and deal with issues in a reasonable manner. This will evoke respect and appreciation from your employees. If you delay or are uncooperative with their concerns, it’ll put them off from engaging in the future.

Build the perfect employee engagement plan with Love2shop

There are endless methods used to improve an employee engagement action plan. It all comes back to what you aspire for your staff and business on a whole.

A great way to encourage workplace engagement is through offering rewards for positive actions. And what better way to do this than by giving gift cards and vouchers!

Love2shop offers a variety of vouchers and gift cards guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to quickly encourage motivation or create long-term retention, Love2shop has the perfect gift card for you.

employee engagement training for managers

Employee Engagement Training for Managers

/in , /by

Employee engagement is all about a person’s emotional connection with their job. This link acts as a crucial indicator when it comes to establishing business loyalty, retention, and even commitment.

A great way managers can utilise this is through investing in employee engagement training and development. Not only does it encourage an employee’s personal work skills, it also helps build a steady growth of company success.

Let’s take a look at the different steps involved in employee engagement training. And what hurdles managers could face if they choose to neglect or ignore them.

How to establish employee engagement training for managers

Every business should aspire to invest in management who can represent them well. They should be able to fully acknowledge your company ethics, values, and overall objectives – all on a daily basis.

One area where this is crucial is employee engagement. With the right training, managers can establish solid work relationships with their peers. And ensure their teams are happy, unified, and fully engaged during work.

There are eight steps managers can use when establishing training activities for employee engagement. Let’s take a look at each on in more depth:

1.    Gratitude

Managers shouldn’t underestimate the power ‘appreciation’ holds in the workplace. Showing a little gratitude can be a deciding factor for growing (or hindering) engagement. If you don’t appreciate your employees’ hard work and efforts, it’ll deter them from working beyond their norms.

Acts of gratitude don’t have to involve expensive or grand gestures. A simple public announcement in the morning meeting will do; or even recommending someone for a potential bonus is enough. Acts like this motivate individuals and teams to keep working hard – aiming to reach shared business goals.

2.    Suggestions

Without its workforce, a business is just one person with an idea. Employees are at the crux of all companies; so, it’s important to listen to suggestions they may present.

Managers should only encourage feedback and constructive criticism. You never know what could be hindering your employees during work. Make employees feel confident to speak up about issues. This attitude will be reciprocated through retention and engagement.

3.    Effort

Again, all employees should feel like valuable members of their workplace. And they should be told that without their endless contributions, it’s impossible for a business to run successfully.

That’s why it’s important to praise them for their hard work and efforts. This could involve praising a new employee who’s finally reached their monthly goals. Or acknowledging someone who continuously goes beyond their expectations at work. When you recognise their hard efforts, they’re more likely going to work in happiness and content.

4.    Listening

One of the best employee engagement training activities you could utilise is the art of listening. This doesn’t just involve letting employees talk; you need to make them feel like they’re heard. Remember, there’s a reason why we have one mouth and two ears!

Employees will appreciate that you’ve invested time into their issues or queries. Even if you couldn’t resolve it straight away, they’ll respect and feel confident in sharing concerns in the near future.

5.    Inform

Continuing from the previous step – when employees aren’t listened to or are left in the dark about certain work issues, it never ends well. Relaying information is paramount in the workplace, especially when it directly concerns employees.

If you’re going through a workplace development, like financial losses or redundancies, you need to inform employees within a reasonable manner. It might be out of your control; but informing employees allows them to soften any impacts on their personal lives. They’ll respect being informed, even if they’re hit with the worst news.

6.    Relationship

Without solid work relationships, it’s hard to establish investable teams or collaborative attitudes. This doesn’t just involve managers being friendly or sociable to their peers. It’s about establishing professional work relationships that evokes mutual trust, loyalty, and respect.

It’s also important to build strong work relations with both new and existing employees. Over time, your efforts will manifest a strong-willed and dedicated workforce.

7.    Reward

There’s no denying, rewarding employees is probably one of the best methods to include in training and employee engagement sessions. Whether an employee has surpassed a personal goal, or an entire team has finalised a huge project, offering rewards is a must.

Managers can provide rewards that encourage continuous hard work and good performance at work. Make sure to ask employees what specific rewards would aspire them to work beyond their norms. It’s also wise to set a budget for rewards (just so your business isn’t left out of budget).

8.    Development

Arguably, the most important concept to include in employee engagement training is career development. Managers have a first hand in helping employees build up their experience, portfolios, and overall careers.

Whether it’s learning a new skill or aiming for a promotion – invest in their career progression. Not only does this benefit them, but it also develops steady business growth and success.

Utilise employee engagement through training and development with Love2shop

There are endless methods to consider when it comes to employee engagement training and development. It all comes back to what you want to attain from your employees and your business.

A sure-fire way utilise employee engagement is done through rewards at work. So, what better way to do this than by giving gift cards and vouchers!

Love2shop offers a gift cards and gift vouchers guaranteed to enhance employee engagement surveys to their fullest.

Whether you want to develop employee efforts or long-term retention, Love2shop has the perfect gift card for you.