What makes great benefits?

Google's Head of EMEA Online Partnerships, Yuval Dvir, asked this question as he opened his keynote address, sponsored by Simplyhealth, at Employee Benefits Live 2017 in London.

Mr Dvir made it clear; it takes more than just 'good benefits' to make your company a great company to work for.

He added, "You could have the best benefits or procedures in the world, but if your manager doesn't treat you well, then you won't ever be a happy employee."

These revelations came as no surprise to us at Simplyhealth.

For as far back as we can remember, we have always preached the importance of showing your employees just how much you - as an HR professional, or a line manager - care about them. In particular, helping them to perform well in their home and work lives by supporting their everyday health and wellbeing.

Maintaining your most important business assets

In this fast paced world, more and more investment is being ploughed into our businesses' machines and technology to keep ahead of the curve. But at the end of the day, it is our employees who create the business advantage. Are we treating them as well as we are our tech?

As Mr Dvir put it: "Your technology is only as good as the people implementing it. Your people can only be as good as the workplace culture allows them to be. And the workplace culture is only as good as the leaders it is derived from."

As HR leaders, we need to create a positive workplace environment. The best place to start is by showing our employees that their health and wellbeing is as important to us, as it is to them.

Providing them with around the clock GP, counselling and expert advice on a range of topics, as well as money back on their routine healthcare bills demonstrates a real business commitment to the physical, mental and financial wellbeing of our employees.

If our employees have fast and efficient access to the health support that they need, they are likely to be more proactive with their health - reducing long-term sickness absence and presenteeism.

As Mr Dvir discussed, it isn't just about deciding that your business will quickly see the return from an employee benefits package. It takes work.

Building a business case for everyday wellbeing and performance

Presenting a strong business case which details the company improvements your employee benefit recommendations will have is key to getting management buy in. This can include higher levels of employee engagement, increased morale, reduced sickness absence, and much more.

It's not always easy to pull together a business case. To support you, we have produced a useful e-guide containing the '5 steps to better everyday wellbeing and performance for business' - good luck!