New benefit models and digitization of benefit processes
New benefit models
The benefits that belonged to the canon suddenly ceased to exist. Their value has long been questioned. Employees, on the one hand, asked about them always, and on the other hand, they did not use them, or at least not very often. The pandemic caused 70% of employees to quit within a month (https://wyborcza.pl/7,155287,25926741,podwojny-cios-w-kluby-fitness-najbardziej-ucierpia-te-zwiazane.html). Employers, on the other hand, faced the need to terminate contracts with suppliers. Subscription medical packages have also lost value. Closed clinics and packages without, for example, telemedicine services, hung on a peg.
While medical care will always be included in the price, subscription forms have been questioned. The sport? Well, we all still need to take care of our physical condition and we will gladly accept the support of this activity from the company. The question is how companies can support their employees in this regard in times of change. The time has just come for a new one. Perhaps this new one will find recognition in the eyes of people who regularly take care of their physical condition by exercising at home. It doesn't have to be difficult or boring. I watch the FitAdept TV platform, which offers many paths for individual exercises. There you can choose classes with your favorite trainer, classes that fit - tabata, stretching, abdominal exercises and those that require simple equipment (as long as we have them at home).
For dessert, there are also exercises for children, which have a double benefit: they involve the kids and get them out of the head of their parents, working in the home office. Of course, one can complain: where is the energy of the group? However, Live allows you to participate in a group. The fact is not to smell sweat and not hear others, but in combination with a sense of security, it will still “escape”. Once the clubs have opened, for all those who prefer this form of fitting, we invite you to use individual sports clubs instead of a subscription. Why? The average sports card holder went to the club 1.2-2.5 times a month. He paid regardless of whether he made this “norm” or not, whether he was on vacation or sick.
Suppliers of new models, let's consider Gymsteer or MyFitWeb, connect several hundred fitness centers throughout Poland into a network. It is worth trying these comparisons and trying new forms, much more flexible. Even if we go back to the clubs, no one knows what awaits us in the fall and how to truly take care of our safety in these public places. Let's take a look at private medical care — it is unlikely to disappear from the sphere of interests of neither companies nor their employees. However, here too appear models worthy of attention and comparison with the previous ones. Consider Meeda's offer. It is distinguished by transparency, because the employer pays only for the visits made and the examinations carried out. The network on which the offer is based is in no way inferior to the networks at the disposal of medical insurers.
In addition, it can quickly absorb the company clinics (where they exist). The offer also includes telemedicine services, today it is a real and convenient treasure. The employer retains full control over the budget, can flexibly adjust the offer to the needs of employees, looking at least at the prevailing reasons for sick leave in the company. It does not have to make additional declarations, nor sign contracts, thus maintaining a great deal of flexibility. The employee, on the other hand, gains access to the patient portal and medical concierge services. In time, there are also new benefits that are the aftermath of Covid-19: funding for the “home office” for those who change the work system, interactive activities for children who do not go to school, advice from a psychologist in contact by phone or online that allows you to cope with isolation. These are just examples of what is at your fingertips for Nais customers and their employees.
Digitalization of benefit-related processes.
Never before has there been such a readiness or, as who prefers necessity, the digitization of activities related to benefits. The benefits that result from it:
- Speed of action and ease of access to employee benefits;
- Easier and faster distribution of these budgets, combined with transparency and detail of reporting, of course available online;
- Maintaining the continuity of processes in the company;
- Electronic archive of documents;
- Savings: time, administrative costs, paper consumption — these are just examples of some of them.
At Nais we digitize a lot. Our platform allows you to collect income statements electronically, group them, automatically distribute ZFŚS, electronically submit applications for assistance and co-financing offered by the company, accept these applications and report the results at every stage of the process. We also digitize the functioning of social commissions, which verify and accept documents online, without leaving your home. 3. Tool for calculating the return on investment in the benefit platform This is a valuable case for all those who are serious about introducing a benefits platform in the company and want to understand the financial benefits of the change. Nais offers a “calculator” in which, after entering data on employment, currently used benefit models, document flow, etc., it allows you to calculate the return on investment in the tool — and at many levels. Today it is especially important, because we start to look at every penny very carefully. Cafeteria Nais is available in a mobile application for employees, but this should be taken as an absolute standard in the market today. Convenience, speed of access, easy contact are the advantages of such a solution.
How to carry out the change? First of all, count how much you can give to the company digitization of processes and change Benefit models.
