Implementing flexible benefits boosts employees' salary, helping them optimise compensation and save significantly on day-to-day expenses. But it's also a factor that ultimately frees up human resources (HR) professionals, giving them more time to focus on what really matters: people.
Quiet quitting has already proved to be more than just 'another trend' on social media. It is much more than that: it is a cry of protest against the workaholic culture, and a reaction to instability. Companies, which are not exempt from blame for the disengagement of professionals, have an obligation to cover neither their ears nor their eyes. And flexible benefits, in turn, can play a key role in the way employers approach this phenomenon.
When evaluating a new job opportunity, most candidates are not just looking for a job they like and identify with. Compensation should also meet their requirements. But, curiously enough, it still happens quite a lot to see job ads that are extremely detailed in what comes to the responsibilities inherent to the functions, requirements, necessary skills and company descriptions, and unclear in what comes to benefits. Even if the company offers them.
With the festive season approaching, between setting up the table for Christmas, preparing the presents and New Year's Eve, expenses tend to increase. If you still have some benefit balance to spend, it might be a good idea to think about how you can use it in order to increase your liquidity. This is precisely the principle when talking about complements to the salary package: providing more liquidity to employees and, thus, contributing to improving their quality of life.
Companies are increasingly looking at the needs and desires of their people, in order to help them not only during working hours, but throughout their lives, understanding that employees go through different stages throughout their lives, thus their priorities will also change. When the topic is parenting, the measures and benefits that organisations offer have multiplied.