How to build a flexible benefits package in just a few steps

Knowing how to build a flexible benefits package allows the organization to deepen the quality of its relationship with employees. Consequently, adding more motivation, productivity and reputation to the brand. For this, it is necessary to complete the following steps:

  1. Open the game with the collaborators;
  2. Flex and assemble the benefits;
  3. Implement a system;
  4. Officialize the new system for employees.

Understand everything about the steps above in the next chapters!

Knowing how to build a flexible benefits package for the company is a great asset to add more strategic value to HR.

And do you know why? This type of action consists of working on the well-being and quality of life of the staff . What is reflected in productivity, engagement and loyalty.

For the company, specifically, we will teach you how to build a flexible benefits package in 4 steps because the investment is a different attitude, and with high value for its reputation.

Discover the benefits at once and why learn how to build a flexible benefits package!

What are flexible benefits?

The type of benefits proposed by a company has long responded to a fixed, static structure . But the market, in general, identified that the alternative has become outdated.

After all, individuals carry unique needs and goals, and the basic items of a closed package of benefits do not suit everyone in the best possible way .

Here comes the discourse that the promotion of employees’ well-being has been constantly discussed. And the flexibility of benefits has already become a consolidated trend among brands in different segments.

What does the flexible benefits package consist of?

In short, it is the freedom of choice, of the collaborator, in identifying what is best for him. Therefore, it is necessary that HR understand how to build a flexible benefits package and, thus, offer services that perfectly meet the average profile of the company’s employees .

Some examples of this:

  • language courses;
  • financial welfare programs ;
  • gyms;
  • medication assistance;
  • childcare assistance;
  • on-demand payment ;
  • club membership.

Among other possibilities that deepen the good relationship between management and the motivation and engagement of its employees. Are we going to see other advantages in investing in this idea?

What are the advantages of building a flexible benefits package?

Mobility and flexibility have proven to be competitive differentials for a company to develop, today, in the market. And knowing how to build a flexible benefits package can take your business to a new level, based on the advantages below:

  • individual needs are also met, to the satisfaction of employees ;
  • Flexibility and expansion of options, without losing collective identification with your brand;
  • builds a relationship of reward and expectation, on both sides, to continuously evolve;
  • the happiness aggregate benefits chosen translates into motivation and productivity ;
  • minimizes dissatisfactions common to companies;
  • helps to attract talent and also to retain the outstanding professionals of your company.

However, before executing the ideas that we will see below, your company must take into account the legal implications of this benefit transition .

For example: Brazilian legislation is strict in this sense, since it requires equal treatment for all workers – which reduces the immediate possibility that two or more people will have different benefits.

Resolving the issue, therefore, is very well linked to the elaboration of a Collective Labor Agreement . Thus, the definition of benefits – as well as the equivalent distribution system for employees – must be deeply thought out to ensure collective well-being .

Not to mention obtaining written authorization from each employee, when the benefits in question imply discounts on the payroll – as stated in art. 462 of the CLT .

It is also worth noting that the flexibility of the company’s benefit plan goes through a series of planning stages, and that precisely for this reason it must be a strategy adopted in the medium term.

How to build a flexible benefits package in 4 steps?

Now that we’ve explored the concept, the differentiators and the legal implications of knowing how to build a flexible benefits package , it’s time to understand, in practice, how the process works.

Below, we highlight the step-by-step for its realization in 4 steps. Check out:

1. Open the game with collaborators

Understand their demand, needs, expectations and goals . This can occur through a satisfaction survey, performance evaluations and meetings between the teams, the results of which are passed on to the HR sector .

2. Flex and build the benefits

Perhaps the most challenging step . Because it is here that those involved must reconcile the results obtained in the previous step, with the budget available for the project. In addition to building benefits that are considered equivalent, avoiding the disorder mentioned in the last topic.

3. Implement a system

When planning how to build a flexible benefits package , the company should consider the model on which the entire system will run.

For example: each employee has a score and the benefits correspond to a value. Consequently, professionals can distribute their points strategically.

4. Officialize the new system for employees

The best thermometer for your company is employee satisfaction . So, when the planning process is complete, share the option with everyone.

In this way, adjustments are made in advance, without interfering with the development of the project and with the least possible number of unforeseen events in this transition between theory and actual implementation.

Finally, it is worth noting that the Human Resources sector must be deeply familiar with labor laws . Thus, it is avoided that a good idea, capable of engaging and generating more value to the organization, becomes a legal problem.

 

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