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Case Studies
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Reduced staff turnover after restructure
of compensation and benefits packages The issues and context The client, a global manufacturing company was losing capable people, typically in the first year and this was affecting their productivity levels and business results. The issues were employee expectations of 1) flexible reward package and 2) flexible working practices – as communicated by the employer. The commitments did not materialise and a competitor company successfully recruited and retained the clients’ staff. Decisions and actions taken In collaboration with the client, initial discussions with UK management and representative staff identified the issues that the client had overlooked. In reality, the client had not responded to changing market conditions and had communicated expectations that were realistic and offered clear business benefits. To realise the benefits and regain credibility, Reward First identified a business priority rating and £ cost for each aspect of flexible benefits and flexible working. This was used to guide and inform staff focus groups to gather feedback on their priorities and preferences and generate ownership. Within weeks, staff experienced the benefits of initial changes and regular communications. More complex aspects were delivered against the Action plan timescales and some aspects were not pursued due to lack of staff support and minimal return on investment for the client. Client benefits and results Staff turnover levels dropped by 5% and productivity levels increased sharply resulting from increased motivation and reduced sickness absence levels. The client benefited from better sales performance and increased profit levels.
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18% saving on benefits budget
while maintaining existing offer
The issues and context
The client, a medium size company in the business services sector were facing spiralling cost increases on employee benefits such as private medical insurance (PMI), private health insurance (PHI) and life assurance. The proposed increase was ‘forcing’ the client to reduce employee benefits which would impact recruitment and retention.
Decisions and actions taken
In collaboration with the client, we agreed a plan to carry out a comprehensive ‘vendor management review’ in conjunction with the clients’ procurement director. All the providers, including the existing provider, received a clear brief on the quality, service and benefit requirements and a short list was reduced to 3 for face-to-face presentations. The cost proposals of all 3 represented a reduction of between 16% and 23% over existing levels. All providers met the increased service and quality expectations which incorporated extensive employee communications to inform and educate staff. Following in-depth references with clients of the final 2 providers, the selection was made which is working effectively today.
Client benefits and results
The client was able to retain their existing benefits for PMI, PHI and Life assurance and generate an annual saving of 18% combined with significant increases in service and quality. Employee communications also resulted in very positive employee feedback and recognition of their benefits package.
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“I would like to take this opportunity to thank you for the hard work and dedication you have put in on the company’s reward project. The outputs have been of a consistently high quality and have delivered exactly what we have needed to keep the project on track. Thanks to your commitment and high quality in achieving deadlines. I look forward to working with you on the next phase.”
HR Project Manager, Major high street retailer |
“Sylvia Doyle provided the Scottish Re Group with extensive professional advice on a range of complex reward issues. Throughout her work she demonstrated total commitment and flexibility in her approach. Her energy and availability without doubt went beyond the call of duty. Her value add came through her ability to respond objectively to differing communication styles. I can strongly recommend Reward First to any UK or international business looking for high quality reward expertise.”
Group HR Director, Scottish Re
(leading company in global life reinsurance) |
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"I was first introduced to Sylvia Doyle of Reward First People Consulting in 2005. Since that time Reward First has undertaken two projects for Lee Valley Regional Park Authority. These were a Remuneration Benchmarking Exercise and a Healthcare Vendor Manager Selection Exercise. Both projects were delivered on time and within budget and I would have no hesitation in recommending Sylvia to any organisation needing specialist reward expertise."
Head of HR, Lee Valley Regional Park Authority |
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The Steel Construction Institute |
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“We have been extremely pleased with the service provided by Reward First People Consulting. Our project was handled with expertise and professionalism, coupled with empathy for and responsiveness to our specific issues. Reward First has exceeded our expectations and provided us with a practical and effective organisational tool.” |
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Examples of some recent clients include: |
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"Sylvia Doyle made a real difference to our Europe region reward workshop. She was recommended to me by a colleague and having worked with her, I would be very happy to recommend her again."
Head of Reward & Recognition – Europe Region |
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