You want to implement a new benefit into your organisation.
You need board buy-in before you buy, but you also need to demonstrate value to support your business case.
It's a catch-22, so where do you start?
To put it simply - the employers with highest adoption of financial benefits are getting the best return on their investment.
Equally, the teams with the best benefits ROI have a halo effect in the eyes of the board.
The starting blocks for building your business case
- Workforce mapping. Map your employee population so the C-Suite can understand different cohorts and different needs - for example, why junior, shift or frontline staff may have different financial needs to head office
- Breadth. Multi-pronged initiatives get faster buy-in and drive greater inclusion
- CEO site visits. Good for insight, good for morale, good for bridging the gap
- Mission lock. Align benefits with the company mission. Make it feel mission-locked
- C-Suite launch comms. Roll out new benefits with a fanfare, and top-down support
- Storytelling. Stories of individual colleagues’ lived experiences can be just as powerful as explaining the scale of the financial stress and exclusion challenge
