Although human resources departments have found a differentiating element in welfare programs to attract and retain talent, reduce rotation and absenteeism, and enhance the productivity of their employees, they also face the challenge of justifying this type of investments in terms of tangible returns. But How to measure the real impact of these initiatives? From Coverflex, they have analyzed how well -being and salary benefits for employees generate a high return on investment (ROI) and the way companies have to implement effective strategies that maximize their impact.
In this sense, the ROI in the welfare programs for companies becomes one of the key pieces when implementing the corporate strategy focused on people and an influential factor in the great decisions of an organization.
Welfare as a productivity and profitability engine
In 2024, WHO published the study “Achieve well -being: a world framework to integrate well -being into public health”, where it is emphasized that Companies with well -being programs report 20% more productivity than those that do not have them. In addition, it emphasizes the need to develop policies that promote the investment of healthy and insurance work environments, as a key strategy for the promotion of workers’ well -being.
To precisely evaluate the financial impact of well -being programs, companies must support key performance indicators (KPIS). Among them, from Coverflex some essential metrics include:
-- job satisfaction index. Through a periodic evaluation it is possible to know the perception of employees about their well -being and motivation in the company.
- Productivity before and after initiatives. Thanks to comparisons that allow measuring the real impact of the implementation of a well -being program.
- Valuation of absenteeism and medical casualties. Analyzing these records before and after implementing well -being strategies allows you to observe improvements in assistance and commitment.
- Direct financial impact. Through the application of ROI’s own tools, the return of each euro invested in well -being programs can be quantified, which have a tangible effect on the company’s accounts and in the employee’s pocket. An example of this is the new flexible remuneration calculator developed by Coverflex, which allows companies to estimate potential savings by implementing personalized benefit plans.
The success of flexible and personalized retribution
One of the best allies to achieve that return is the flexible remuneration that allows companies to offer their employees a variety of benefits, optimizing their compensation and improving their well -being. By providing options such as restaurant cards, transport, nursery, professional development, and health insurance, etc, it is facilitated that employees choose the benefits that best adapt to their needs, increasing their satisfaction and commitment.
From the perspective of investment return, implement solutions that include benefits in compensation plans translates into significant savings for both the company and employees. For example, the aforementioned benefits are exempt from IRPF tax, allowing employees to increase their available salary without increasing salary costs for the company. Since, by improving the tax regime of employees, its purchasing power is increased, increasing satisfaction and promoting talent loyalty.
Julia Abarca, Country Manager de Coverflexemphasizes that “implementing a strategic benefit plan for employee is one of the smartest decisions that a company can take. When we implement flexible compensation solutions such as private restaurant, transport or insurance cards, we are not only offering economic advantages: we enhance the integral well -being of our equipment while we optimize the compensation structure. The benefits exempt from IPF allow the employees to increase their employees without Additional load for the company.
Investing in well -being and labor benefits represents a strategy that enhances business profitability. For human resources departments, the key is to accurately measure these benefits and present specific data to the management to justify new well -being investments that promote a positive organizational culture and promote employee happiness. In this sense, tools such as Coverflex’s flexible remuneration calculator allow to simulate the financial impact of different benefits, and from the platform itself the RR equipment is also advised. HH. in the elaboration of economic viability proposals that facilitate decision -making in senior management.
