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Employee benefits not to miss with Holdmine
Addressing employee retention issues
Employee retention has been a major issue for many organizations across Australia, New Zealand and the United Kingdom for several years and it’s increasingly tough to attract and retain great people. In some industries, it’s finding people at all. This challenge has only intensified due to a number of factors, including increased competition for talent, changing workplace demographics, and evolving employee expectations.
An ever-changing job market
The job market is global, and more competitive than ever. With changing demographics of the workforce, and a globally significant event still shadowing us, we are all more likely to prioritise life and work to enable this, which leads many to drive for better work-life balance and career development over job security.
We’re also more savvy and discerning thanks to the drive for pay transparency, online information, and that many people changing careers or jobs, That means we know what’s on offer ‘over there’. That means expectations have also evolved, making it more challenging for organisations to retain staff. Employees are looking for employers who can offer not only competitive salaries and benefits but also a positive workplace culture, opportunities for growth and development, and flexible work arrangements.
Companies need to be proactive in addressing this by genuinely being people and culture centred, having a compelling brand and employee value proposition, and getting clear on what is being offered to employees. It’s more than competitive salaries and benefits, a positive workplace culture, and providing opportunities for growth and development. The best companies do all of these and offer a wide range of staff benefits that are designed to attract, motivate, and retain talented employees.
Employee benefits can include:
Competitive salaries and bonuses
Paid time off, extra annual leave days, extended sick leave, and holidays
Superannuation support and co-payments
Health and wellness benefits, such as medical, dental, and eyecare coverage, gym memberships, and mental health support
Flexible work arrangements, including remote work options, flexible hours, and job sharing
Professional development opportunities, such as training programs, mentorship, and access to conferences and industry events
Parental leave, including paid leave and flexible work arrangements upon return to work
Employee assistance programs (EAPs) offering support and resources for personal and work-related challenges
Additional perks, such as discounted or free products or services, team-building activities, and work anniversary rewards.
These benefits can help companies attract and retain top talent, foster a positive workplace culture, and increase employee satisfaction and engagement.
This is nothing new here, it’s not rocket-science, it’s well-known and a challenge that’s been around for a while now. Without focus, it’s not going to change. We all know that if you want to attract and retain great people, then developing competitive and compelling brands, cultures and employee benefits is so important.
There are two key areas we’d like to chat about:
Holdmine as an employee benefit
Better support for people that are grieving (bereavement leave)
Offer your employees more
Having a compelling total package offer to employees is critical in today’s competitive job market. We would love to have a conversation about your organisation, your employee’s and their needs, and developing an offer that enables your team members to have access to Holdmine, enabling them to have a smart tool at their disposal to help reduce admin, worry and information overload.
If you’d like to discuss how Holdmine can be included in your company’s benefits, and how it really can add value to your staff’s lives, please get in touch.
Interested in learning more?
Fill out our form to get more information about Holdmine’s offer your employees
Let’s talk bereavement leave
At Holdmine, one area we’d love organisations to consider is offering a better level of bereavement leave.
Bereavement leave policies can vary between companies and industries, and while there’s been a little change and often ‘Manager’s discretion’ is allowed for people suffering the loss of a loved one, the default is often a few days, and there’s an expectation that is enough.
That is not enough. The administrative burden when a loved one passes can often extended into years, most certainly months, and grief for most cuts deeply. Being able to front up for work a few days after a loved one passes is unthinkable for many, so by clearly outlining a more supportive, and consistent, leave package for those dealing with loss, the empathy extended provides them assurance that they can take the time they need to start to process everything, without the added pressure of returning to, and performing well, at work.
If you’ve ever lost a loved one, you will know that it takes weeks to wrap your head around the loss, and no amount of time ever makes it okay. You are forever altered and in the days, weeks and months immediately following the loss, you’re muddling through a minefield of emotions, a long ‘to-do’ list and trying to remember to eat. There’s no way you can lose your sister on Monday, and be back at work pumping out the client projects by Friday.
That is an unreasonable expectation that organisations have set and we really encourage you to read the longer post on this, and consider creating policies that reflect your culture and commitment to your team.
Explore what Holdmine has to offer
A set of features, made with a purpose to make yours and your families lives easier - so you have time to enjoy life with your family.
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