Courses for companies: The best way to implement flexible remuneration?

You want to implement flexible remuneration in your company – a very good decision! But the truth is that the real work starts at this point. Once you have decided to start developing a flexible compensation plan for your company, it is time to decide how best to implement it, a decision that is different for every company.

Are you looking to improve the work environment, provide additional value to your employees, perhaps improve their performance as well? There are ways to implement flexible compensation that meet these and many other needs. We’ll tell you about them!

Ways to implement flexible compensation

1. Team Building Activities

This form of flexible compensation is aimed at improving the work environment within the company, focusing on relationships between employees at the same level and boss-employee dynamics. The fact of implementing Team Building activities allows to distract the employees in a group context, where they do entertaining activities and interact outside the work context. In that sense, it is an ideal way to improve group dynamics.

One of the benefits of these activities is that they can be implemented within smaller groups, such as a department, or at the corporate level. If the company detects that there is a bad dynamic within a specific department, it can implement a Team Building activity to try to improve it. Similarly, the relationship between departments can be improved with activities with the entire workforce.

2. Restaurant tickets

This is one of the examples of flexible compensation that can improve employee compensation in a direct way. It is a particularly important form of compensation for companies that use face-to-face work models, where employees need to eat and then return to the office. In these cases, providing free (or cheaper) food is a very good way to show that the company cares about the well-being of its employees.

However, when implementing this form of retribution, it is necessary to talk to a restaurant in the area to get a beneficial deal, or to have a cafeteria where employees can eat for a very low cost.

3. Means of transportation

Again, a benefit that directly improves employees’ salaries. And, again, a particularly relevant benefit for companies that implement a face-to-face work model. If an employee has to commute to an office, he or she will always need to spend money to do so. In other words, they will be paying to go to work. Although it is very common, if a company reimburses the cost of transportation to its employees, it will be demonstrating that it cares about their welfare, which directly improves Employer Branding.

Similarly, there are companies that can afford to lend cars to some of their employees for business reasons: perhaps a manager needs to travel a lot and does not have a car. In these cases, not only does this improve the company’s image in the eyes of employees, but it is also a differentiating factor that can be used to improve talent attraction if it is communicated correctly.

4. Retirement plans

This form of flexible compensation has a very clear benefit: improving the retention of senior staff within the company. There are very significant differences between what a senior employee and a young employee are looking for within a company, but both profiles are necessary for a business to function well: older employees have a lot of knowledge about how the company works, while younger employees are more up to date on a general level and facilitate innovation.

It is therefore essential that the satisfaction of senior employees is high. In this way, they will be more comfortable within the company, and will tend to be sincerely concerned about its growth. This means that they will pass on their knowledge to younger employees, which is very beneficial in the long run. Therefore, offering retirement plans is an ideal way to get an experienced employee to stay with the company until he or she is finished.

5. Employee training

Just as retirement plans are ideal for retaining and attracting senior talent, corporate training is the best way to access young talent. This profile of professionals prioritizes their personal and professional growth over many other things, even above salary on some occasions. Therefore, a company that offers language courses for employees, for example, will always be more attractive to an employee looking for international opportunities.

This is why many brands choose to offer in-company English courses as a way to improve their recruitment of young talent. In addition, offering training not only implies that the company is looking to improve the performance of its employees, but also to position itself as an international company. This is undoubtedly a very important point for many profiles.

Courses for companies: the best way to implement flexible remuneration

Although each way of implementing flexible remuneration within a company has its benefits, the truth is that training for companies is one of the most suitable for most situations. This is because it is a form of flexible compensation that provides most of its benefits: It allows to improve the relationship between employees, job satisfaction and, unlike all the others, it has a direct influence on employee performance.

Even so, to make the most of this last benefit, it is essential for the company to draw up a training plan tailored to its needs. But doing so is not always easy. That’s why ClassGap for Enterprise can help you implement the ideal training for your company’s needs.

The first step will be to talk to you to determine your specific needs. Do you need to improve the business English level of an employee? Of a whole department? Are you looking for a training oriented only to improve the writing of texts? Depending on this, we will find the most suitable teacher for your needs and who has experience in the industry to optimize the necessary vocabulary. In the same way, our Virtual Classroom and its Monitoring Panel allow HR to evaluate the implementation of the courses and the progress of the employees.

Want to know more? Contact us, tell us about your case and we will advise you with no obligation.