How to adapt your benefits for a hybrid workforce

As the nation eases out of lockdown, we’re all looking forward to going to the gym, eating out at restaurants, and seeing friends and family. But many workers don’t want to see a full return to offices.

Research by McKinsey, shows that 52% of employees want a more flexible working model going forward and around 30% say they’d be likely to switch jobs if they had to return to solely office-based work.

This leaves employers needing to adapt to a hybrid working model. As well as practicalities like who can come in and when, what the office space looks like, and managing internal meetings with a workforce split between office and home, businesses will need to update their benefits packages.

Historically, many benefits have been about making our offices places we want to go every day, whether this is offering free lunch or discounts at the local gym. But now we are moving to a flexible way of working, employers will need to change reward programmes so that they work for everyone, regardless of where they work.

Here are three ways to adapt your benefits:

1. Give employees choice

Rather than just giving your staff discounts, or a free gym membership to a site that’s local to the office, let them choose where they work out to ensure continued uptake.

2. Offer discounts, cashback, or vouchers

If you usually offer free lunch or coffee, you don’t have to stop. You could look at offering your staff discounts on their food shopping, or a cashback card so they can get money back on their everyday spending. You could send out vouchers for coffee shops so they can still get a morning treat.

3. Set up their home offices

Many of your workers might still be working from dining room tables, beds or sofas. A great perk for remote staff is funding their home office equipment, whether that’s a new chair, second screen, or desk.

Remember to adapt how you communicate your benefits

If you used posters, desk drops or in person events you’ll need to change how you communicate your perks to your employees. Try regular emails to remind people what you have on offer, have a central place everyone can find out more, and do virtual events instead.

The author is Jonathan Bedford, director at Sodexo Engage.

This article is provided by Sodexo Engage.