Assess how suitable your scheme is to changing market needs (both internally and externally).

Update your website design and functionality to facilitate speedier selections compared with rollout.

Review your communications approach so that it is no longer a ‘sea of change’, but one that helps re-enforce your HR and corporate views.

Flex is often seen as the first step along the path of a total rewards philosophy, one in which the cost of employment and employee reward is researched, defined, explained and measured. Online total reward statements can be a of great value, highlighting to employees the full range of company benefits on offer.

Flex is one element of your employee reward strategy. Consider how it could interact with other elements of work flexibility such as working from home, hours and/or days off work, to benefit both the organisation and the diverse needs of your employees.

The costs of your benefit package were focused on the HR issues at the time, but the changing shape of the workforce demographics, pay packages and benefit costs mean that what was once an inexpensive standard benefit is now a burden. Flex is a tool that can be used to help share these costs with your workforce or to modify the plan to fit today’s HR requirements.