The bonuses linked to well-being that companies grant is an aspect that is increasingly valued by workers, a trend that is accelerating with the pandemic at a local and global level, and that is taking hold in the ‘new normal’.
So much so that gained weight over the economic remuneration in most of the employees. According to a survey conducted by Couponstar among 500 companies in the country, six out of 10 people prioritize ’emotional benefits’. Another survey carried out Eventbrite reached the same conclusions and with the same percentage.
The change in the needs presented by professionals means that companies are forced to improve their attraction and retention strategy, in order to reward talents in a complex context. Globally, More than 40% of companies seek to improve the well-being of their staff in 2022, according to the analysis platform Loyalty 360.
48% of companies close 2021 with concern, uncertainty and economic problems
Flexibility, time availability to dedicate more time to recreation, subsidized lunch, recreational activities, periodic meetings to know the emotional state of the employee and assistance with medical, psychological and nutritional care are some of the strategies implemented by organizations at the most critical moment of the coronavirus to enhance the well-being of their labor force and that they plan to continue offering.
With a hybrid work scheme, benefit programs are reinvented, increasingly focused on the wellness of the employee and his environment, to reconcile work commitment and family life in the search for work-life balance.
“Gym passes, for example, have been transformed into virtual training classes, yoga, stretching and meditation. Physical activity became necessary to disconnect and move the body. Even today, when gyms are open again, many companies claim these benefits“, Explain Mariana Amores, Human Resources Manager at Grant Thornton Argentina.
For Frederick Race, Managing Partner of High Flow-DNA Group, The ideal would be for companies to offer a wide range of non-economic compensation so that the collaborator can choose the most convenient for him.. “Instead of standardized plans, it is recommended that they be personalized. Just as there are those who are concerned with improving the value proposition for customers, many companies seek to offer each employee an experience according to their needs”, it states.
“64% of our clients focused more on the physical and emotional health of employees from the Covid-19 outbreak. It is important right now, for both large and small organizations, find the right balance between economy and empathy. 38% implemented that they can take a day off, 36% give them flexibility to carry out activities related to healthy living and 26% added free training of all kinds”, describes Brian Klahr,
the company I was born in 2010, by the hand of Klahr and his partner Agustin Perelman as a company selling coupons to the final consumer. Due to the extinction that the business experienced in the face of apps from delivery and changes in habits caused by the health emergency, became a benchmark regional firm for corporate benefits, with 400 clients, among them, Techint, Samsung, IBM, DirecTV and Axion Energy.
The platform adapted its proposal so that companies can offer remote benefits to their collaborators, with purchase on-line and exclusive content. More than 2000 options are available in supermarkets, gastronomy, gyms, education, tourism and entertainment, with 4000 affiliated businesses, which include big brands, such as DIA, McDonald’s, Freddo, Coca-Cola and Digital House.
“The balance between work and leisure time becomes essential. That is why companies pay more and more attention to what the collaborator demands. Definitely, an employee who works happily is more productive and contributes to meeting the objectives of the organization“, comments Vanessa Boulet, Talent manager by Eventbrite.
In this regard, he notes that 100% of those surveyed believe that the benefits associated with wellness have a positive impact on your productivity. “In times of crisis, the emotional salary can take a backseat. But it’s essential that employees feel taken into account. Many times, these actions define whether a person accepts a job offer or stays in a certain position or company. through time,” he stresses.
companies that added benefits
“We always seek to create work environments where we are valued to achieve our best version. The objective is to accompany all the people in the company so that they can develop, learn and enjoy what they do. We build a proposal of differential value aimed at well-being”, Be the Rica Zamora, Vice President of Gente de Quilmes for Argentina and Uruguay.
Among the policies I adopted, the company offers an agreement with OSDE that allows the entire family group to join without paying a difference -an aspect highly valued at this juncture-, an employee assistance service and an agreement with Gympass and apps with meditation guides and mindfulness. In addition, incorporated the ‘Quilmes Week’ -an extra week of vacation-, Flexible check-in and check-out hours, and days off for their own and their children’s birthdays.
At the family level, make gifts such as kits schoolchildren and gifts for Children’s Day, births, weddings, birthdays and New Year’s. It also offers the possibility of accessing products with discounts every monththrough a portal Web with offers in different items and discounts on the Quilmes electronic sales platforms.
For its part, in 2021, Natura added lunches through food. Before the coronavirus, the collaborators had discounts for the dining room in the offices. With the pandemic a digital platform is incorporated where employees can choose, month by month, their lunches and receive them at home.
“As for the work scheme, flexibility in face-to-face or remote mode will be maintained because it is highly valued. A change was proposed that allowed us to broaden our perspective regarding physical work and the possibilities and opportunities that remote work offers us”, mentions Vernica Marcelo, general manager of Natura.