1.

Review your Employment Value Proposition. Review your total Employment Value Proposition. Consider your range of benefits. How extensive a range do you provide? Do they cater for all demographics in your organisation? Do they provide a substantial tangible benefit to employees? How aware are employees of their benefits program? How easy are they to access? How does your Employee Benefits offering stack up against competitors in your marketplace? Are you leading the way and looking to cement your position as a Preferred Employer? Or, do you need to play catch up in an increasing competitive market?

2.

Build your Employee Benefits Program. Once you have completed the review of your Employment Value Proposition, the opportunities to strengthen your offering should be obvious. Can your benefits range be enhanced to strengthen your Employment Value Proposition? Options to enhance your benefits range include internal development and management or outsourcing to a specialist benefits provider. Some areas to consider when making this decision are the strength and range of benefits offering your organisation is able to negotiate, the type and quality of communications you can produce to reinforce the benefits program, the servicing needed to respond to employee benefits queries and the human resources required. Most organisations review concludes that the economies of scale provided by an external benefits provider can achieve a more extensive range of benefits with higher quality communications and servicing levels; all with a lower cost to the bottom line than an internally managed program.

Market your Employee Benefits. Review your marketing of your current Employment Value Proposition. What is your employees' perception of your Employee Value Proposition? How aware are your employees of their Employee Benefits Program as part of their Employment Value Proposition? Review the options to market your Employee Benefits to prospective and current employees. How well are your benefits promoted on your careers section of your website, via managers in the recruitment process, during employment offers, as part of your on-boarding process and via your internal ongoing communications? Explore all internal communication options to keep benefits front of mind for your employees. Finally, when considering the marketing of your Employee Benefits Program it is worthwhile to review the quality, range and frequency of face to face, soft and hard copy communications via external benefits program providers.

4.

Reinforce your Employment Brand to prospective employees. Ensure that all your Employee Benefits marketing provides you an opportunity to reinforce your employment brand. Your tangible communications should provide the opportunity for extensive branding to reinforce your employment brand to prospective employees during the recruitment process.

5.

Reinforce your Employment Brand to current employees. Build your employees and their families' awareness of your employment brand by providing communications that contain family wide benefits directly to your employee's home. Consider reinforcing your employment brand on all hard copy and online communications for your benefits. Utilise your benefits program as an ongoing opportunity to reinforce your employment brand with a 'good news' story to your employees. Ensure any external benefits provider can work with your HR/People team to achieve your employment branding objectives, rather than just promoting their brand.

6.

Build employee morale and engagement. Utilise your Employee Benefits Program to provide good news stories to employees and develop ongoing communications. Create a boost to employee morale via the provision of employee benefits exhibitions at your workplace and access to employees to exclusive group VIP events as part of your benefits program.

7.

Review your Employee Benefits Program. Ensure that you receive regular reporting to have your finger on pulse of your benefits programs. How well is your program being utilised. What are the key benefits employees are accessing? How effective are the programs usage tools? Is your program utility growing year on year? Are you getting a return on your investment?