Posted on: Wednesday February 21, 2018
Is your benefits package working for or against employee engagement?
Employee benefits are intended to make your staff feel happy and valued in the workplace, resulting in more motivated and productive teams. They should show that you, as an employer, know and understand what employees want as well as what they need.
The world of employee benefits is constantly shifting, due in part to the changing demographics in the workforce. Unfortunately, this makes ensuring that your benefits package still fulfils it’s intended purpose somewhat challenging. At Personal Group we recommend you undertake a full benefits audit regularly to ensure that what you have is fit for purpose and that you are providing what your staff actually need. A full benefits audit can be broken down into five easy steps:
1. List the benefits you already have.
- What are they?
- Where are they?
- Which staff are they available to?
- How do staff access them?
- Are they varied?
2. Examine their usage.
- How many staff use 1 or more benefits?
- How many use 3, 5 or 7 or more benefits?
- How many use them regularly?
- What are the most used benefits?
- Does usage vary by time of year or time of day?
3. Profile your employees.
- Have the demographics shifted?
- Are they all office based?
- What challenges are they facing in and out of work?
4. Check your communication.
- Do staff know about the benefits available?
- How are your benefits communicated? Email, poster, via managers, HR roadshows, word of mouth?
- How often are they communicated?
- Who can employees ask about their benefits?
5. Rate your benefits package.
- Are the benefits easy to access by all staff? Office based, field based, home based etc
- Are they being communicated correctly?
- Do employees fully understand what they are, where they are, how to access them and which ones are available to them?
- Are they relevant and meaningful to all your employees?
- How many benefit advocates do you have?
So what are you waiting for? Grab a pen and paper and get auditing!
If you haven't already, don’t forget to subscribe to our blog for weekly insights straight to your inbox.
Student loans – how to support workers repaying the cost of university
It’s the summer of 2025 and thousands of new university graduates are hitting the employment market, armed with youthful enthusiasm and a will to work. But the majority will also be saddled with debt. To gain an insight into this challenge, we spoke with two of our experts at opposite ends of the generational divide: reward consultant Spencer Hughes graduated from Swansea University in 2018 and Business Development Director Andrew Walker studied at Aston University before student loans were introduced. We asked them how companies, and HR in particular, can help these younger workers?
Posted on: 6 August 2025
How to use tech to personalise reward and benefits to better support parents and carers
July marks Good Care Month, an annual campaign to celebrate the contribution of carers working in the social care sector, and highlight the profile of care as a rewarding and essential career path, particularly at a time when recruitment and retention in the sector are national priorities. Personal Group’s Andrew Walker looks at how the clever use of HR Tech can help this silent army.
Posted on: 24 July 2025 by Andrew Walker, New Business Development Director
Rethink Employee Benefits Before Your Workforce Walks
The construction industry is in the middle of a people crisis. Skilled construction workers are hard to find, and even harder to keep. HR and site leaders are under pressure to deliver more with less, across multiple sites and roles, supporting a workforce that’s often offline and on the move.
Posted on: 17 July 2025 by James Solomon, New Business Development Director
