Kinola Pather, CEO of Randgo
Building an incentive and benefits programme that resonates with employees is crucial in today’s workplace environment, where many employees feel disengaged and stressed – both at work and financially.
According to the 2024 Gallup Study, it reported that 63% of employees lack engagement, and 48% experience significant workplace stress. Kinola Pather, CEO of Randgo, a bespoke customer, incentive and employee rewards specialist, emphasises the importance of developing inclusive and equitable programmes that add value beyond employees’ paychecks.
Pather suggests aligning benefits programmes with the strategic objectives of the business to address employee pain points and enhance the employee value proposition. The Gallup study further highlights that 75% of employees in sub-Saharan Africa are considering or are actively seeking new job opportunities due to economic challenges.
This underscores the need for benefits programmes that cater to diverse employee demographics, from C-suite executives to entry-level workers, and ultimately need to:
Drive engagement
Effective engagement is essential. Pather stresses that programmes should be financially sustainable while ensuring inclusivity and diversity. Strategies might include rewarding and recognising employees through online store vouchers or coupons to foster a strong and healthy workforce beyond monetary compensation.
Employee wellness programmes also play a crucial role in engagement and retention. Pather notes that these programmes must be accessible to all employees, and designed to meet their needs effectively.
To drive engagement, organisations should tailor their communication strategies to resonate with employees at various levels. Understanding employee demographics is key, ensuring accessibility via platforms like USSD codes for those without smartphones.
Have long term gain
Implementing an integrated rewards and recognition programme can take several months, but starting promptly is essential for long term success. Pather advises using gamification and conducting surveys to make programmes people-centric and engaging.
While leveraging benefits programmes designed for external customers can be cost-effective, Pather advocates for creating unique engagement levers for internal employees. This approach acknowledges the diverse needs within the workforce and enhances overall engagement and satisfaction.
Developing a benefits programme that appeals to all employees requires commitment, adaptation, and collaboration with a service provider aligned with the company’s goals. Ultimately, such programmes not only improve talent retention but also enhance the wellbeing of employees, driving a more engaged and productive workforce.
ENDS
