{"id":9405,"date":"2024-09-23T09:07:00","date_gmt":"2024-09-23T09:07:00","guid":{"rendered":"https:\/\/www.brightmine.com\/uk\/?post_type=resources&#038;p=9405"},"modified":"2026-04-13T13:09:18","modified_gmt":"2026-04-13T13:09:18","slug":"boosting-employee-engagement-through-benefits-podcast","status":"publish","type":"resources","link":"https:\/\/www.brightmine.com\/uk\/resources\/total-rewards\/employee-benefits\/boosting-employee-engagement-through-benefits-podcast\/","title":{"rendered":"Boosting employee engagement \u2013 helping HR get a better ROI on benefits"},"content":{"rendered":"\n<div class=\"wp-block-group alignwide has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-b5fc8583 wp-block-group-is-layout-constrained\" style=\"border-radius:25px;padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<div class=\"wp-block-columns is-layout-flex wp-container-core-columns-is-layout-7fc3d43a wp-block-columns-is-layout-flex\">\n<div class=\"wp-block-column is-layout-flow wp-block-column-is-layout-flow\" style=\"flex-basis:70%\">\n<p class=\"\">Justine Woolf, director of consulting at&nbsp;<a href=\"https:\/\/www.innecto.com\/\" target=\"_blank\" rel=\"noreferrer noopener\">Innecto Reward Consulting<\/a>, offers tips for HR to boost employee engagement and ensure that organisations get a better&nbsp;<a href=\"https:\/\/engagement.innecto.com\/innecto-roi-whitepaper-download?hs_preview=jonOUbgQ-170195973190\" target=\"_blank\" rel=\"noreferrer noopener\">ROI on their benefits<\/a>.<\/p>\n\n\n\n<p id=\"listen\" class=\"\">Listen now for actionable insights, expert analysis, and a look at what\u2019s next for HR.<\/p>\n\n\n\n<figure class=\"wp-block-embed is-type-rich is-provider-spotify wp-block-embed-spotify wp-embed-aspect-21-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<iframe title=\"Spotify Embed: Boosting employee engagement \u2013 helping HR get a better ROI on benefits\" style=\"border-radius: 12px\" width=\"100%\" height=\"152\" frameborder=\"0\" allowfullscreen allow=\"autoplay; clipboard-write; encrypted-media; fullscreen; picture-in-picture\" loading=\"lazy\" src=\"https:\/\/open.spotify.com\/embed\/episode\/1PBOry51IADF5XzYa7UPlZ?utm_source=oembed\"><\/iframe>\n<\/div><\/figure>\n\n\n\n<details id=\"transcript\" class=\"wp-block-details has-secondary-blue-color has-text-color has-link-color wp-elements-2ef2d227a21c13cc4ceae81e503d3a1c is-layout-flow wp-block-details-is-layout-flow\" style=\"font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.548), 18px);\"><summary>Read the transcript<\/summary>\n<p class=\"\"><strong>Robert Shore: <\/strong>Hello, and welcome to the Brightmine podcast, formerly known as the XpertHR podcast. Brightmine is a leading provider of people data, analytics and insight, offering employment law expertise, comprehensive HR resources and reward data to meet every HR and organisational challenge and opportunity. You can find us any time of the day or night at <a href=\"\/uk\/\">www.brightmine.com<\/a>.<\/p>\n\n\n\n<p class=\"\">My name is Robert Shore, and today we\u2019re going to be discussing ways for HR to boost employee engagement. To do this, I am delighted to be joined by Justine Woolf, director of consulting at Innecto Reward Consulting. Hello, Justine.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:&nbsp;<\/strong>Hi, Robert.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>To begin with, can you tell us a little about your sort of day-to-day work? What does it involve, being director of consulting?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>Absolutely. So, I work for Innecto. We are a reward consultancy, and we are actually part of a larger organisation, Personal Group, who are an A-listed insurer. But in my day-to-day job I\u2019m working with clients across all different sectors to support them on different elements of their reward agenda. So it might be thinking about their reward strategy, putting in place new pay frameworks. Talking to a lot of clients at the moment about the journey towards pay transparency and pay equity. So things like that, basically.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Okay. Sounds great. And of course, today you\u2019re going to be offering us some tips and takeaways for HR to ensure a better ROI on benefits. So let\u2019s begin at the beginning, though. The basis for our discussion is a recent survey on employee engagement with organisation benefit packages. Can you tell us a bit more about that survey?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Yeah. No, absolutely. So it all came about, every year in sort of January time, towards the end of January, Innecto run an event called \u201cPay Trends\u201d for our clients. And at the event we talk about the trends that are upcoming for the year ahead, and we have roundtable conversations.<\/p>\n\n\n\n<p class=\"\">And I was talking to clients on my table about employee engagement and how hard they were finding it. Even though they had really great benefits packages, they were finding it really hard to engage their employees with that proposition. And it made me think, \u201cWhy is it so hard to engage employees?\u201d and b) also, \u201cWhat\u2019s it potentially costing us?\u201d<\/p>\n\n\n\n<p class=\"\">So we created a survey to look at what methods organisations are using to engage their employees, what things are effective, maybe things that aren\u2019t as effective, and whether also organisations are measuring their return on investment for their benefits spend.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> What is the business case for employee benefits? Why do this?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Well, if you think about it commercially, organisations spend anything between \u00a3100 and \u00a3200 a month on each employee in terms of the benefits that they provide. And that comes from an organisation called Boundless. And we asked in the survey, \u201cWhy is it important that employees engage with the benefits that you offer?\u201d And what employers told us was that they want employees to feel valued and cared for. And also, employees being engaged with their offer means that they\u2019re getting it right, that they\u2019re more likely to be able to attract and retain their employee workforce.<\/p>\n\n\n\n<p class=\"\">And there was a survey that was done by Willis Towers Watson that said 39% of employees would leave their employer for better benefits, even if there was no change to the salary. So getting benefits right can have a really important role in offering the best to your employees and an impact on your organisational success.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> So I mean, it\u2019s obviously then that employers should care. But is that what the result of your surveys tell you? [0:04:29.7]<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>So, one of the really important stats \u2014 and it goes back to that really initial conversation that I had, so I wasn\u2019t shocked about it \u2014 but over 80% of respondents said that at least half of their employees didn\u2019t understand what they offered. And actually, that was slightly higher when we looked at manager populations. So it validated that initial review.<\/p>\n\n\n\n<p class=\"\">And it\u2019s quite worrying then, if you\u2019re\u2026you know, you\u2019ve got 80% of participants saying, \u201cOver half of our employees don\u2019t really understand what it is we offer.\u201d And that is something that organisations have to take really seriously. \u2019Cause they\u2019re not getting value for money. You know, they\u2019re spending all this money on benefits and employees don\u2019t understand them or they don\u2019t know about them. So it\u2019s like throwing money away.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Why is that? What are the problems that cause this?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>I think when we look at what stops engagement, most of the<\/p>\n\n\n\n<p class=\"\">things that participants in our survey said, but also this is validated through conversations we have with clients every day, it\u2019s generally lack of awareness, inadequate publicity or information, and also the inadequate accessibility to the benefits that are being provided. So either people don\u2019t know where to go to get the information or it\u2019s all over the place and they don\u2019t know how to navigate to find it.<\/p>\n\n\n\n<p class=\"\">You know, we get hundreds of emails every day, and when we think about the benefits that we offer our employees, typically organisations will tell you at recruitment and at induction, \u201cThis is the great deal that we have.\u201d But unless you\u2019re then reinforcing those messages or helping your employees find the information when they need it, they\u2019ll just forget about it.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>What sort of practical steps should organisations be taking to remedy these issues?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> So, it\u2019s interesting. We asked employers what they did, so what channels they used to share information about benefits. And also which channels were most effective that they had found<\/p>\n\n\n\n<p class=\"\">So things like using the company intranet and all-staff emails and via managers were like the most common methods used to sort of share information. But the reality was the things that were most effective in raising awareness about benefits were doing things like face-to-face events. So running webinars or doing roadshows, or really training their managers to be able to explain to staff what they had. So those were the things.<\/p>\n\n\n\n<p class=\"\">We did, as a follow-up to the survey, we did a focus group in conjunction with Sheila from Brightmine, to talk about also what we found in our survey and also the survey that Brightmine ran on looking at benefits and allowances that UK employers provide. And in that focus group that we ran to explore some of these themes in a bit more detail, people definitely said where they had spent time talking to employees face-to-face, it definitely reinforced the messaging.<\/p>\n\n\n\n<p class=\"\">If you think about intranets, and depending on your company\u2019s intranet, there\u2019s often a lot of information and it\u2019s really hard to navigate and find things. So that can\u2026whilst it\u2019s great to have it in one place, it\u2019s often a bit of a hindrance.<\/p>\n\n\n\n<p class=\"\">The other thing that we found was that people who had benefits platforms, where they were able to do things like push notifications \u2014 so to send messages out directly to staff \u2014 that was a really good way of trying to reinforce messaging around benefits or draw attention to specific benefits via these sort of push notifications. Because you\u2019re on your phone the whole time. So if you get these alerts you\u2019re far more likely to go in and look at the deal and the package and all the specific benefits.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Obviously platforms\u2026well, I say \u201cobviously\u201d. Do platforms vary according to the nature of the workforce? You know, say with the split between office workers and frontline or deskless workers?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:&nbsp;<\/strong>Absolutely. There\u2019s lots of different platforms out there. Some are desktop-only, in terms of the way that they share the provision to employees. Others have mobile-enabled platforms. So I mentioned earlier on we\u2019re part of Personal Group. So we have a platform called Hapi, and it was specifically designed to be both desktop- and also mobile-enabled because a lot of the employers that we serve have what we\u2019d call \u201cdeskless employees\u201d. They\u2019re out and about in the field, either in warehousing or distribution or care or retail. They\u2019re not going to go to a desk and look at a computer to see what benefits they\u2019ve got. They want to be able to access it on their phone.<\/p>\n\n\n\n<p class=\"\">And platforms are great when they\u2019re set up to meet the needs of your organisation. But there\u2019s lots of organisations that have platforms where the benefits that you provide aren\u2019t integrated. So it might be that you\u2019ve got to go somewhere else to get your pension information and somewhere else to get your private medical information. So it makes it quite disparate. And if you\u2019ve got lots of different log-ins it\u2019s hard to remember what you\u2019ve got and where you go to get it.<\/p>\n\n\n\n<p class=\"\">So where these things work really well is where they are all in one place, they\u2019re enabled on your phone, and they have single sign-on. Because it means that you can go to your phone, you can click on your pension provider, it will take you straight through to them without having to remember all the different log-ins, and you get far more engagement with your organisation when you make it really accessible.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>And you mentioned face-to-face conversations being very effective. By \u201cface-to-face\u201d we mean sort of on Teams or over the internet as well?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:&nbsp;<\/strong>Yeah. It\u2019s different things again, because some organisations will do things, as I said, like they\u2019ll do webinars or they\u2019ll do roadshows. A lot of organisations will run benefits roadshows where they\u2019ll get all the providers to come into one place at one point in time. We\u2019ve found with Personal Group what we do is that we have engagement executives that go out and talk staff through the platform face-to-face. So that means our levels of engagement and activation with the platform are really, really high because someone has taken the time to sit down and talk to the employee about, \u201cThis is what you\u2019ve got, this is how you use it, this is how you log in.\u201d And often, I think, we just don\u2019t have the time and resources in organisations to do that. So where you can leverage providers that can do that for you, you certainly will see a higher level of engagement and activation with your benefits.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> Well as you say, employers are spending this money anyway. Employees value it and it\u2019s a reason for staying or for moving, so\u2026but yeah, why not put in that effort as well? So tell us a bit about ROI, return on investment. First of all, how do you measure it? And I think you sort of mentioned a figure there for what organisations invest generally in benefits. Tell us a bit about that.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Return on investments have been a tricky one, because it does depend what data you can get. Typically organisations will measure things like benefits take-up, employee satisfaction, what they\u2019re spending on benefits, the levels of awareness, or even things like maybe employee absence or sickness levels, to give a sense of, \u201cAre the things that we\u2019re offering giving us value for money?\u201d And those individual metrics tell us part of the story but you also then need to overlay other things.<\/p>\n\n\n\n<p class=\"\">For example, just because employees don\u2019t use benefits doesn\u2019t mean they don\u2019t value them. So what we often have to do is think about sort of overlaying lots of different lenses of data to really get to the nub of what it is we\u2019re trying to see if we\u2019re making a difference and having an impact.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> And when you say just because they don\u2019t use them it doesn\u2019t mean to say they don\u2019t value them, can you just explain that? That sounds like a paradox to me.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> So, life assurance\u2026I\u2019m not using it but I value the fact that I have it. And if you took it away, I would be upset potentially that I haven\u2019t got that there. So there\u2019s benefits that organisations will provide, like critical illness. Please God you never have to use it. But actually, I value it quite highly because it gives me comfort and reassurance that if something goes wrong I will be looked after or my dependants will be looked after. So there\u2019s lots of different benefits that organisations will provide. Some you will hope that they use. So things like private medical if it means that they get back to work quicker. Others you hope you don\u2019t have to use; they\u2019re more of an insurance, if you like. But the value\u2026just because someone doesn\u2019t use it doesn\u2019t mean it&#8217;s not valued. But we don\u2019t always look at the value employees place on benefits when we\u2019re making assessments about whether we\u2019re getting return on investment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong>&nbsp;Some organisations don\u2019t measure ROI, is that right? And if not, why not?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>There\u2019s a lot of organisations that don\u2019t measure. About a third in our survey said they don\u2019t measure it at all. And the reasons are often down to the lack of time, lack of resource to do the analysis. And also the other thing is actually getting hold of the data. If you don\u2019t survey your employees to know whether they value your benefits or not, you\u2019re not going to know. And often what happens is that, particularly HR teams, you\u2019re busy doing day-to-day. You don\u2019t always have that time to analyse your sickness absence and see if your employee assistance plan is getting people back to work quicker than might have if you didn\u2019t have it. You know, is it reducing the amount of time that people take off with stress? So that sense of whether that spend is being effective. And it\u2019s a bit chicken-and-egg really, because if you don\u2019t have the time you can\u2019t measure the outcomes. But if you don\u2019t measure the outcomes, you can\u2019t necessarily justify whether you\u2019re spending money wisely.<\/p>\n\n\n\n<p class=\"\">But it\u2019s generally down to lack of time and resource, and getting hold of the data that stops organisations, I think, based on my experience.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:&nbsp;<\/strong>You really need to make a business case for doing this properly. So how do you build a really good business case to ensure optimal results?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>I think what you need to do, where you can, is lean on others.<\/p>\n\n\n\n<p class=\"\">So you know, we will all have benefit providers that we\u2019re using. Get them to provide the information in terms of the usage and the stats and the spend. Often people will have benefits platforms or they\u2019ll have, these providers will have some dashboards that you can access. And again, if you don\u2019t have time to do it, get them to help you, to give you the insights. You know, Personal Group will do regular business reviews with our clients to show them, \u201cThis is how people are using the platform. This is how they\u2019re using the benefits,\u201d and so on. And good providers should be doing that. So that starts to give you information about what you\u2019re spending, what the usage is. And that will start to build the picture.<\/p>\n\n\n\n<p class=\"\">But the other thing is \u2013 and I will say this \u2019cause obviously I\u2019m a consultant \u2013 but that\u2019s what consultants are there to do. You know, we help our clients to do the things that they don\u2019t necessarily have the time, resource or expertise to do. And you know, we\u2019ll often help our clients think about what are they providing in terms of the benefits, what are they spending, where are there maybe overlaps or gaps. And that can then help shape the strategy for investment if you do need to make changes. Or actually reduce what you\u2019re spending.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong> I think you were going to take us through a case study.<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf: <\/strong>Well, it probably might just be useful to share one of the clients that we worked with. I can\u2019t say who they are but they are an insurer that targets a certain demographic of the population. And we worked with them last year to review their benefits offer and see if we could find better ways to help them engage with their employees.<\/p>\n\n\n\n<p class=\"\">And what we found was that they\u2019ve actually got a really brilliant benefits offer. But because it had been built up over time and layered up \u2014 particularly with Covid as well \u2014 we found that they had providers that were offering the same benefits.<\/p>\n\n\n\n<p class=\"\">So they were duplicating the effort in terms of they had providers giving, like, employee assistance programmes. They were paying for mental health, a mental health app that a separate provider was already giving them. So there was duplication in terms of some of the things that they were doing. So we helped them simplify and identify where they could streamline.<\/p>\n\n\n\n<p class=\"\">They also had some really brilliant, unique benefits that very much aligned with their proposition, for example giving their employees access. So they have insurance products that they sell but they weren\u2019t necessarily giving their employees access to those products or telling them how they could access them. So you know, that aligns who they are and what they\u2019re providing.<\/p>\n\n\n\n<p class=\"\">And then the other thing that we looked at doing was aligning their benefits with life events. So if you think about the way that a lot of organisations group their benefits together, they\u2019ll have what we call \u201cwellbeing pillars\u201d. So they might have a financial wellbeing pillar that might incorporate pension or life assurance. They might have a physical wellbeing pillar that has gym membership. And then they might have a health wellbeing pillar that talks about, you know, maybe private medical and so on. And these are great. That\u2019s a good way of segmenting your benefits.<\/p>\n\n\n\n<p class=\"\">But it you think about the way that we typically use benefits, it\u2019s related very much to our day-to-day lives. So I\u2019m moving house, or I\u2019m having a child, or I\u2019ve, God forbid, got cancer. How do I know what benefits that I can access? So actually grouping your benefits into life events can create more relevance for employees. So if I know I\u2019m moving house and my company gives me a day off for moving house and they give me a discount on home insurance and maybe they also give me discounts on estate agents \u2013 I don\u2019t know, whatever it is, the proposition \u2013 by grouping them by those sort of life events, it means that they\u2019re more meaningful and more tangible at that point in time. But it\u2019s easier for managers to help employees navigate those events. They\u2019ll know if someone\u2019s moving house or they\u2019re having a child or they getting married or they\u2019re retiring. So helping them think about \u201cWell, this is how our company supports you through these different stages\u201d can be really useful. So that\u2019s one of the things that we explored with them.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>Great. Now we did, at the beginning, we said you were going to offer some takeaways and tips. So I think let\u2019s begin with takeaways. What do we need to write down at this point or memorise?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:&nbsp;<\/strong>Well, if you think about the things that I\u2019ve talked about today, think about what proportion of your organisation are engaged, and understand, with your benefits. Think about what methods you\u2019re using to engage those employees and where you think there are methods that are more successful and less successful. And think about how to leverage tech. Because we are all using tech. We\u2019re on our phones every day. So if you haven\u2019t got a benefits platform you\u2019re potentially losing out on that ability to bring all of your benefits together in one easily accessible place.<\/p>\n\n\n\n<p class=\"\">So I would say those are the things you should be thinking about, and thinking about how do you collect that data to make sure that you are looking at the return on investment on your spend. You know, a lot of organisations will say, \u201cI can\u2019t afford a benefits platform.\u201d But what are you spending on all of these benefits? What are you spending on losing employees on your turnover each time you have a failed recruitment? And actually, if you\u2019re able to keep employees for longer, have them more engaged, you could get a better return and justify that investment.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:&nbsp;<\/strong>And do we have some tips?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Yeah, definitely. So I would say, simplify your communications where you can. Try to reach family members. This is one of the things that we do that works really well. So on our benefits platform we have retail discounts, and many organisations will offer retail discounts. But as well as offering it to the staff member, we offer it to family members as well. So if you\u2019re not the person that goes and does the shopping but your partner is, actually giving them access means that they get to benefit from the provision that you\u2019re providing \u2013 not just your employees but their wider family. So that works really well.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong>&nbsp;So then, in that case you would say you actually contact those other people in the family directly?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Well, you don\u2019t contact them directly but you give them the opportunity to sign up to access, through the platform, the discounts in this scenario. Having human interaction is really important to cut through that daily noise. So try to think about those opportunities to do face-to-face engagement around your benefits because it reinforces the messaging. It gets lost in words on emails, in intranets.<\/p>\n\n\n\n<p class=\"\">I think we touched on this before but recognising there are different audiences, depending on the demographic make-up of your organisation. And so whatever approach you have needs to recognise that you might have to tailor your messaging or the approach that you do to deliver your benefits.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore: <\/strong>You say \u2014 there\u2019s some euphemistic material there, isn\u2019t there? Something about different demographics and audiences. Broadly what are we saying? That younger people are more likely to\u2026? And these are generalisations, obviously. There are all sorts of people who defy that, but at the same time, what is the range?<\/p>\n\n\n\n<p class=\"\"><strong>Justine Woolf:<\/strong> Well, so we\u2019re talking\u2026when I talk about different demographics I\u2019m talking about whether you\u2019re office-based or remote, or out in the field, for one. It might be demographic in terms of age profile. People digest information in different ways. And again, there\u2019s a huge generalisation about whether older people want more face-to-face contact than younger people who are more tech-savvy, depending on individuals. But I think don\u2019t assume that everyone consumes information in the same way, is what I\u2019m saying. So give people different opportunities to access information. So yes, make it digital but also make it face-to-face. Or have written content. Or posters, or whatever it is. Think about different ways to engage, different touchpoints.<\/p>\n\n\n\n<p class=\"\">And that takes me, I think, to my final point, which would be about planning 365 days of communications. Because you can\u2019t just do things point-in-time. Going back to my point about life events, every day will be different for employees. So plan in communications about different benefits. There\u2019s often things like awareness days or weeks that happen throughout the year. So companies will often promote certain benefits at those times. Maybe they have a window for enrolment, those kinds of things. But it\u2019s just: don\u2019t leave it to one point in the year or one point in the lifecycle when you join to just share that information. Make sure that you reinforce it continually, is what I would say.<\/p>\n\n\n\n<p class=\"\"><strong>Robert Shore:<\/strong>&nbsp;Justine, thank you so much for that. Some really brilliant insights, I think. And of course we have lots of supporting material on the Brightmine website, and I\u2019ll put a link to those in the show notes. So that\u2019s all we have time for today. Until next time.<\/p>\n<\/details>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"speakers\">Brightmine host<\/h2>\n\n\n\n<div class=\"wp-block-group alignwide is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-thumbnail is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2025\/01\/17154338\/Robert_Shore-150x150.webp\" alt=\"Robert Shore, HR Market Insights Editor at Brightmine\" class=\"wp-image-10115\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"has-text-align-left\"><strong>Robert Shore<\/strong><br>HR Markets Insights Editor, Brightmine<\/p>\n<\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Guest speakers<\/h3>\n\n\n\n<div class=\"wp-block-group is-nowrap is-layout-flex wp-container-core-group-is-layout-6c531013 wp-block-group-is-layout-flex\">\n<figure class=\"wp-block-image aligncenter size-full is-resized is-style-rounded\"><img loading=\"lazy\" decoding=\"async\" width=\"150\" height=\"150\" src=\"https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/01\/13144636\/speaker-avatar.webp\" alt=\"\" class=\"wp-image-14506\" style=\"object-fit:cover;width:100px;height:100px\"\/><\/figure>\n\n\n\n<p class=\"\"><strong>Justine Woolf<\/strong><br>Director of Consulting at Innecto Reward Consulting<\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-column lnrs-hide-block-on-mobile is-layout-flow wp-block-column-is-layout-flow\" style=\"border-left-color:var(--wp--preset--color--secondary-gray);border-left-width:2px;padding-left:10px;flex-basis:30%\">\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained wp-container-2 is-position-sticky\">\n<div class=\"wp-block-group has-secondary-gray-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-db4c44a6 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:10px;padding-bottom:10px;padding-left:10px\">\n<div class=\"wp-block-group is-vertical is-layout-flex wp-container-core-group-is-layout-4b827052 wp-block-group-is-layout-flex\">\n<p style=\"margin-bottom:5px;font-style:normal;font-weight:400\" class=\"\">In this resource:<\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-459ffb2a7b3dc338c93226d3be8270c8\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#listen\">Listen now<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-53b045a32da828cda288ce2a72946a2d\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#transcript\">Transcript<\/a><\/p>\n\n\n\n<p class=\"has-primary-black-color has-text-color has-link-color wp-elements-71518ad09f03d83428d3713a9cbb6f21\" style=\"margin-top:5px;margin-bottom:5px;font-size:clamp(14px, 0.875rem + ((1vw - 3.2px) * 0.274), 16px);line-height:1.3\"><a href=\"#speakers\">Speakers<\/a><\/p>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-bleach-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-a36fa716 wp-block-group-is-layout-constrained\" style=\"border-radius:14px;padding-top:10px;padding-right:15px;padding-bottom:15px;padding-left:15px\">\n<h3 class=\"wp-block-heading\">Navigate HR complexity with confidence<\/h3>\n\n\n\n<p class=\"\">With Brightmine, you can build powerful people strategies, implement best practices and set your organisation up for a brighter future.<\/p>\n\n\n\n<p class=\"\">Learn how our tools, resources and automation can empower you and your team.<\/p>\n\n\n\n<div class=\"wp-block-buttons is-layout-flex wp-block-buttons-is-layout-flex\">\n<div class=\"wp-block-button\"><a class=\"wp-block-button__link wp-element-button\" href=\"\/uk\/solutions\/?intcmp=cta|blog|solutions|learn-more\" style=\"border-radius:25px\">Learn more<\/a><\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-block-group-is-layout-constrained\" style=\"margin-top:var(--wp--preset--spacing--40);margin-bottom:var(--wp--preset--spacing--40)\">\n<p class=\"\"><a href=\"#top\">Go back to the top<\/a><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n<div class=\"wp-block-group has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-4b7a3f7f wp-block-group-is-layout-constrained\" style=\"border-radius:25px;margin-top:var(--wp--preset--spacing--30);margin-bottom:var(--wp--preset--spacing--30);padding-top:var(--wp--preset--spacing--30);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--30);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading\">You may also be interested in&#8230;<\/h2>\n\n\n<section id=\"resources-search-filter\" class=\"wp-elements-eb60d2aa562c98a7b50e21d75bf061b3 wp-block-brightmine-resources-filter has-text-color has-primary-black-color has-background has-primary-white-background-color\">\n\n\n<div class=\"ajax-filter\">\n<div class=\"lnrs-resources-search-filter editor-posts-filtered-types  \">\n\t\t<div class=\"search_terms_bottom\">\n\t\t\t<div class=\"bottom_left\">\n\t\t\t<div class=\"search_terms_result_count\">\n\t\t\t\t\n\t\t\t<\/div>\n\t\t\t<\/div>\n\t\t\t<div class=\"bottom_right\">\n\t\t\t\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n<\/div>\n\n\t<div class=\"loader-container\">\n\t\t<span class=\"loader\" style=\"display: none;\"><\/span>\n\t<\/div>\n\n\n\t<div class=\"lnrs-resource-filter-widget__container\">\n\n\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/workforce-planning\/employment-rights-act-special-how-organisation-design-can-help-businesses\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2026\/03\/31122925\/two-people-reviewing-laptop-together-at-table.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/workforce-planning\/employment-rights-act-special-how-organisation-design-can-help-businesses\/\">How organisation design can help businesses in a period of profound change<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Discover how organisation design can support compliance with the Employment Rights Act while improving workforce planning and business &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/the-ai-challenge-performance-expectations-and-measurements\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/12\/31205722\/feature-ai-fundamentals.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/hr-strategy\/hr-technology\/ai-in-hr\/the-ai-challenge-performance-expectations-and-measurements\/\">The AI challenge &#8211; adjust your performance expectations and measurements now!<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">From hype to outcomes: Learn how HR teams can set realistic AI performance expectations and measure success with &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\n\t\t\t\t<div class=\"lnrs-resource-hub-widget__resource\" style=\"background-color: #E9E7E4\">\n\t\t\t\t\t<a href=\"https:\/\/www.brightmine.com\/uk\/resources\/gender-pay-gap-reporting-lessons-learned-and-what-comes-next\/\"><div class=\"lnrs-resource-hub-widget__resource_image\" style=\"background-image: url(https:\/\/cdn.brightmine.com\/wp-content\/uploads\/sites\/2\/2024\/04\/08135554\/gender-equity-feature-image-1.webp);\"><\/div><\/a>\n\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__inner_content\">\n\t\t\t\t\t\t<div class=\"content-top\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t<div class=\"lnrs-resource-hub-widget__categories\">\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<span class=\"lnrs-resource-hub-widget__category\">Podcasts<\/span>\n\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t\t\t\t\t\t<h3 class=\"title\" style=\"color: #00728B\"><a href=\"https:\/\/www.brightmine.com\/uk\/resources\/gender-pay-gap-reporting-lessons-learned-and-what-comes-next\/\">Gender pay gap reporting &#8211; lessons learned and what comes next<\/a><\/h3>\n\t\t\t\t\t\t<p style=\"color: #000000\">Michelle Gyimah joins the Brightmine podcast to explain Employment Rights Act 2025 reforms and why HR should prepare &#8230;<\/p>\n\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\n\t\t\t\t\t<\/div>\n\n\t\n<\/div>\n<\/section><\/div>\n\n\n\n<div class=\"wp-block-group alignfull has-primary-white-background-color has-background has-global-padding is-layout-constrained wp-container-core-group-is-layout-0fd240ca wp-block-group-is-layout-constrained\" id=\"newsletter\" style=\"margin-top:0;margin-bottom:0;padding-top:var(--wp--preset--spacing--40);padding-right:var(--wp--preset--spacing--30);padding-bottom:var(--wp--preset--spacing--40);padding-left:var(--wp--preset--spacing--30)\">\n<h2 class=\"wp-block-heading has-text-align-center has-large-font-size\">Sign up to receive expert HR insights from Brightmine<\/h2>\n\n\n\n<div class=\"wp-block-group has-global-padding is-layout-constrained wp-container-core-group-is-layout-ebe15cfa wp-block-group-is-layout-constrained\">\n<p class=\"has-text-align-center\">Join our community and stay updated with industry trends, expert insights, valuable resources, webinar invites\u2026 and much more.<\/p>\n\n\n\n<p class=\"has-text-align-center\">Sign up now and receive regular updates straight to your inbox!<\/p>\n<\/div>\n\n\n\n<div class=\"wp-block-contact-form-7-contact-form-selector is-style-flex-layout\" redirectaftersubmission=\"https:\/\/www.brightmine.com\/uk\/thank-you-insights-email\/\">\n<div class=\"wpcf7 no-js\" id=\"wpcf7-f10351-o1\" lang=\"none\" dir=\"ltr\" data-wpcf7-id=\"10351\">\n<div class=\"screen-reader-response\"><p role=\"status\" aria-live=\"polite\" aria-atomic=\"true\"><\/p> <ul><\/ul><\/div>\n<form 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id=\"utm_medium\" value=\"\" type=\"hidden\" name=\"utm_medium\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_campaign\" value=\"\" type=\"hidden\" name=\"utm_campaign\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content\" value=\"\" type=\"hidden\" name=\"utm_content\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" id=\"utm_content_type\" value=\"\" type=\"hidden\" name=\"utm_content_type\" \/>\n<input class=\"wpcf7-form-control wpcf7-hidden\" value=\"\" type=\"hidden\" name=\"Source\" \/>\n\n<div class=\"c-grid  form-fields\">\n<div class=\"form-inputs-container\">\n<div class=\"inputs-container\">\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"firstName\"><input size=\"40\" maxlength=\"35\" minlength=\"2\" class=\"wpcf7-form-control wpcf7-text wpcf7-validates-as-required\" id=\"FirstName\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Name\" value=\"\" type=\"text\" name=\"firstName\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"EmailAddress\"><input size=\"40\" maxlength=\"320\" class=\"wpcf7-form-control wpcf7-email wpcf7-validates-as-required wpcf7-text wpcf7-validates-as-email\" aria-required=\"true\" aria-invalid=\"false\" placeholder=\"Business email address\" value=\"\" type=\"email\" name=\"EmailAddress\" \/><\/span><\/div>\n<div><span class=\"wpcf7-form-control-wrap\" data-name=\"Country\"><select class=\"wpcf7-form-control wpcf7-select wpcf7-validates-as-required\" aria-required=\"true\" aria-invalid=\"false\" name=\"Country\"><option value=\"\">Your country \/ region<\/option><option value=\"United Kingdom\">United Kingdom<\/option><option value=\"United States\">United States<\/option><option value=\"Afghanistan\">Afghanistan<\/option><option value=\"Aland Islands\">Aland Islands<\/option><option value=\"Albania\">Albania<\/option><option value=\"Algeria\">Algeria<\/option><option value=\"American Samoa\">American Samoa<\/option><option value=\"Andorra\">Andorra<\/option><option value=\"Angola\">Angola<\/option><option value=\"Anguilla\">Anguilla<\/option><option value=\"Antarctica\">Antarctica<\/option><option value=\"Antigua and Barbuda\">Antigua and Barbuda<\/option><option value=\"Argentina\">Argentina<\/option><option value=\"Armenia\">Armenia<\/option><option value=\"Aruba\">Aruba<\/option><option value=\"Australia\">Australia<\/option><option value=\"Austria\">Austria<\/option><option value=\"Azerbaijan\">Azerbaijan<\/option><option value=\"Bahamas\">Bahamas<\/option><option value=\"Bahrain\">Bahrain<\/option><option value=\"Bangladesh\">Bangladesh<\/option><option value=\"Barbados\">Barbados<\/option><option value=\"Belarus\">Belarus<\/option><option value=\"Belgium\">Belgium<\/option><option value=\"Belize\">Belize<\/option><option value=\"Benin\">Benin<\/option><option value=\"Bermuda\">Bermuda<\/option><option value=\"Bhutan\">Bhutan<\/option><option value=\"Bolivia, Plurinational State\">Bolivia, Plurinational State<\/option><option value=\"Bonaire, Sint Eustatius and Saba\">Bonaire, Sint Eustatius and Saba<\/option><option value=\"Bosnia and Herzegovina\">Bosnia and Herzegovina<\/option><option value=\"Botswana\">Botswana<\/option><option value=\"Bouvet Island\">Bouvet Island<\/option><option value=\"Brazil\">Brazil<\/option><option value=\"British Indian Ocean Territory\">British Indian Ocean Territory<\/option><option value=\"Brunei\n    Darussalam\">Brunei\n    Darussalam<\/option><option value=\"Bulgaria\">Bulgaria<\/option><option value=\"Burkina Faso\">Burkina Faso<\/option><option value=\"Burundi\">Burundi<\/option><option value=\"Cambodia\">Cambodia<\/option><option value=\"Cameroon\">Cameroon<\/option><option value=\"Canada\">Canada<\/option><option value=\"Cape Verde\">Cape Verde<\/option><option value=\"Cayman Islands\">Cayman Islands<\/option><option value=\"Central African Republic\">Central African Republic<\/option><option value=\"Chad\">Chad<\/option><option value=\"Chile\">Chile<\/option><option value=\"China\">China<\/option><option value=\"Christmas Island\">Christmas Island<\/option><option value=\"Cocos (Keeling) Islands\">Cocos (Keeling) Islands<\/option><option value=\"Colombia\">Colombia<\/option><option value=\"Comoros\">Comoros<\/option><option value=\"Congo\">Congo<\/option><option value=\"Congo, the Democratic Republic of the\">Congo, the Democratic Republic of the<\/option><option value=\"Cook Islands\">Cook Islands<\/option><option value=\"Costa Rica\">Costa Rica<\/option><option value=\"Cote d&#039;Ivoire\">Cote d&#039;Ivoire<\/option><option value=\"Croatia\">Croatia<\/option><option value=\"Cuba\">Cuba<\/option><option value=\"Cura\u00e7ao\">Cura\u00e7ao<\/option><option value=\"Cyprus\">Cyprus<\/option><option value=\"Czech\n    Republic\">Czech\n    Republic<\/option><option value=\"Denmark\">Denmark<\/option><option value=\"Djibouti\">Djibouti<\/option><option value=\"Dominica\">Dominica<\/option><option value=\"Dominican Republic\">Dominican Republic<\/option><option value=\"Ecuador\">Ecuador<\/option><option value=\"Egypt\">Egypt<\/option><option value=\"El Salvador\">El Salvador<\/option><option value=\"Equatorial Guinea\">Equatorial Guinea<\/option><option value=\"Eritrea\">Eritrea<\/option><option value=\"Estonia\">Estonia<\/option><option value=\"Eswatini\">Eswatini<\/option><option value=\"Ethiopia\">Ethiopia<\/option><option value=\"Falkland Islands (Malvinas)\">Falkland Islands (Malvinas)<\/option><option value=\"Faroe Islands\">Faroe Islands<\/option><option value=\"Fiji\">Fiji<\/option><option value=\"Finland\">Finland<\/option><option value=\"France\">France<\/option><option value=\"French Guiana\">French Guiana<\/option><option value=\"French Polynesia\">French Polynesia<\/option><option value=\"French Southern Territories\">French Southern Territories<\/option><option value=\"Gabon\">Gabon<\/option><option value=\"Gambia\">Gambia<\/option><option value=\"Georgia\">Georgia<\/option><option value=\"Germany\">Germany<\/option><option value=\"Ghana\">Ghana<\/option><option value=\"Gibraltar\">Gibraltar<\/option><option value=\"Greece\">Greece<\/option><option value=\"Greenland\">Greenland<\/option><option value=\"Grenada\">Grenada<\/option><option value=\"Guadeloupe\">Guadeloupe<\/option><option value=\"Guam\">Guam<\/option><option value=\"Guatemala\">Guatemala<\/option><option value=\"Guernsey\">Guernsey<\/option><option value=\"Guinea\">Guinea<\/option><option value=\"Guinea-Bissau\">Guinea-Bissau<\/option><option value=\"Guyana\">Guyana<\/option><option value=\"Haiti\">Haiti<\/option><option value=\"Heard Island and McDonald Islands\">Heard Island and McDonald Islands<\/option><option value=\"Holy\n    See (Vatican City State)\">Holy\n    See (Vatican City State)<\/option><option value=\"Honduras\">Honduras<\/option><option value=\"Hong Kong\">Hong Kong<\/option><option value=\"Hungary\">Hungary<\/option><option value=\"Iceland\">Iceland<\/option><option value=\"India\">India<\/option><option value=\"Indonesia\">Indonesia<\/option><option value=\"Iran, Islamic Republic of\">Iran, Islamic Republic of<\/option><option value=\"Iraq\">Iraq<\/option><option value=\"Ireland\">Ireland<\/option><option value=\"Isle of Man\">Isle of Man<\/option><option value=\"Israel\">Israel<\/option><option value=\"Italy\">Italy<\/option><option value=\"Jamaica\">Jamaica<\/option><option value=\"Japan\">Japan<\/option><option value=\"Jersey\">Jersey<\/option><option value=\"Jordan\">Jordan<\/option><option value=\"Kazakhstan\">Kazakhstan<\/option><option value=\"Kenya\">Kenya<\/option><option value=\"Kiribati\">Kiribati<\/option><option value=\"Korea, Democratic People&#039;s Republic of\">Korea, Democratic People&#039;s Republic of<\/option><option value=\"Korea, Republic of\">Korea, Republic of<\/option><option value=\"Kosovo\">Kosovo<\/option><option 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benefits.<\/p>\n","protected":false},"author":24,"featured_media":11266,"comment_status":"closed","ping_status":"closed","template":"wp-custom-template-new-resources","categories":[19],"tags":[],"topic":[68],"class_list":["post-9405","resources","type-resources","status-publish","has-post-thumbnail","hentry","category-podcasts","topic-employee-benefits"],"_lnrs_read_more":"","yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.0 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Boosting employee engagement \u2013 helping HR get a better ROI on benefits<\/title>\n<meta name=\"description\" content=\"Justine Woolf offers tips for HR to boost employee engagement and ensure that organisations get a better\u00a0ROI on their benefits.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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