The Growth of Non-Cash Benefits
According to research by the Gallup Institute, 53% of remote workers would prefer to continue working remotely even after restrictions are lifted. Key in this situation is to provide employees with the appropriate tools to maintain their motivation at an appropriate level. The two years prior to the pandemic were actually a period of growth in the digital transformation of HR, including the use of technological tools such as cafeteria platforms and broader – benefits, understood as a channel for managing non-cash benefits.
Benefits Adapted to a Changing World
Employers today appreciate the fact that digital solutions allow employees access to HR resources outside of working hours and through mobile devices. This area will continue to develop and change. Large international corporations, including manufacturing, logistics, telecommunications and financial sector companies, which have felt the effects of the pandemic to a lesser extent, do not plan to reduce expenditures on benefits but actively adapt to the changing world and employee preferences.
The lack of access to sports facilities or cinemas during the pandemic has made online offers popular – online training, mindfulness exercises, and platforms such as Netflix and Spotify – which can be used within the Social Benefits Fund (ZFŚS). Employers increasingly finance benefits within working capital, providing greater opportunities to purchase services.
The Role of Non-Cash Benefits
Today, employees want to make decisions about their benefit budget themselves, choosing benefits that suit their individual needs and preferences. Benefits are becoming a key factor in attracting and retaining talent, as they contribute to employee satisfaction and well-being. Companies are starting to realize that investing in benefits is not just a matter of social responsibility, but also a smart business decision that can increase employee engagement and productivity.
Wellbeing – trend or awareness?
A conscious and responsible employer should provide their employees with solutions that improve their wellbeing at work, but also educate them or provide wellbeing during leisure time (read why wellbeing in the organization is so important). The decision to implement well-being programs is one of the best investments an organization can make in this decade. If the program affects all key areas, the organization has a real chance to maximize its employees’ potential while significantly reducing their turnover.