3. Communicate and promote your welfare actions

[nrumohammadx1]

This type of initiative also includes regular risk assessments , through which companies can determine how safe and ergonomic their facilities, services and equipment are.

Digital tools, such as data management platforms , play a strategic role in the acquisition and interpretation of data relating to the success of individual campaigns and actions: by integrating performance results into an overview accessible by different teams (primarily management and human resources), organizations can more easily identify potential critical points of policies and strategies, discover the most innovative practices and validate those that have already proven to work.

Welfare services that employees do not use or are unaware of are iceland whatsapp resource ultimately useless. Investing in ways to promote and communicate employee welfare actions is therefore essential: to improve the employee experience , increase their awareness and involvement. Traditional communication tools may not be enough, however: long emails may get lost in the daily mail flow or simply ignored, or work rhythms may not leave time to take a look at the company intranet.

Digital communication channels offer excellent alternatives in this sense.

Mobile communications (such as apps that allow you to reach staff directly on their smartphones) are proving particularly effective for Generation Z and younger workers.
Personalized videos transform employee data into engaging, interactive stories that deliver exactly the information each employee needs.
Online surveys are used to acquire information useful for designing and promoting the benefits included in the welfare plan. Surveys are also used to make employees feel an integral part of the company decisions that concern them.
Continuous training (including e-learning). Professional development courses are consistently among the most requested benefits by employees. An online RSVP that reminds you of the start of classes can be extremely useful for maximizing participation and involvement.
Although most large companies provide welfare programs, the mental and relational health of employees is not always taken into account and the broader dimension of employee well-being (social, financial, professional) continues to be underestimated. All three corporate welfare initiatives that we have highlighted are able to fill this gap because they have one thing in common: they use digital technologies to carry out personalized actions , from defining objectives to measuring the success of services to developing clear, complete and timely communications.