Engaging a greater number of staff with their benefits proposition has energised Parker Hannifin’s benefit strategy

stimulating employees

With a sizeable proportion of its UK workforce in the 45 to 65 age bracket, Parker Hannifin has mainly focused its benefits offering on the needs of that particular demographic.  Jane Fradd, HR Services and Reward Manager, describes these as ‘peace of mind benefits’.

“Our benefits have traditionally been in the space of things like healthcare, pensions, group income protection and life assurance,” she comments. “But as increasing numbers of younger people join the business, we are adding more benefits that relate to them.”

Fradd makes sure the benefits package is re-examined every year – to ensure the offering is fresh and appeals to all the groups in the workforce. The result is a range of ‘lifestyle benefits’: childcare vouchers, cycle to work, dental care and so on.

In addition, she uses the annual survey data and runs employee focus groups to make sure the benefits are targeted appropriately.

By focusing on what matters to employees, this fresh approach has had a huge impact on benefits uptake.  Offering varied voluntary benefits that have engaged a wide range of staff, inclusive of all ages, gender and job roles, has led to the company winning the 2016 VIB award for “Best use of voluntary benefits and discounts”.

“Half of our workforce are based on the shop floor with limited access to computers, so we have a whole range of communications,” adds Fradd. “As well as emails, we also use posters and leaflets, videos and roadshows”.

“You need to be talking about benefits all the time: you can never over-communicate them.”

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