HR professionals today are challenged with developing a long-term reward strategy that suits the individual requirements of each employee.
According to my company’s research — 2015 Global Employee Benefits Watch — employees’ expectations of their companies are shifting. When it comes to finance, health and protection, employees expect a level of cover and support paid for by their employer. However, when it comes to lifestyle benefits or discount schemes, people do not expect company funding – they only want the means to pick and choose what suits them best. In this complicated landscape, what steps can you take to offer personalized benefits that mean something to employees as individuals?
