It is becoming increasingly difficult for companies in Germany to find new employees. In fact, in some sectors the lack of skilled workers is already so severe that it has become an economically limiting factor. For example, according to the industry association Bitkom, 137,000 positions in the IT sector recently remained unfilled.
The shortage of skilled workers has become one of the most pressing problems in the labour market. In many industries and regions, companies are fighting for the limited number of qualified skilled workers. This competition for the best talent is often referred to as the "war for talent", and it requires innovative approaches to attract and retain employees.
One of the most important tools in the toolbox of HR departments, not only to attract employees but also to retain them in the longer term, are employee benefits. Companies that offer generous benefits can, on the one hand, position themselves as attractive employers in recruiting, but above all, they can use them to strengthen employee loyalty. This in turn leads to higher employee satisfaction and productivity.
But it seems that many companies do not know the needs of their employees well enough. Many measures for better employee retention often miss the mark.
This is the conclusion of the current Circula Benefits Report. The results of the survey of 1,000 employees and 250 HR managers show that although a clear majority of employees receive benefits, these benefits are not used enough. 86 per cent of employees receive benefits from their companies, but only 48 per cent use them regularly. 11 per cent of respondents even stated that they do not use the benefits offered because accessing them is too cumbersome or they do not fit their current life situation. Another nine per cent do not even know which benefits are offered in their company.
When asked about the most popular benefits, 40 per cent of employees are in favour of mobility allowances, followed by flexible working arrangements (36 per cent) and pension benefits (33 per cent).
Another result of the study: 63 percent of HR managers find that increased fluctuation and a lack of employee loyalty are currently a burden on the company. It shows that the economic and socio-political developments of recent years have left clear traces on the labour market. Due to inflation and the establishment of New Work and hybrid forms of work, employees have higher expectations of their employer. In addition to better remuneration, they demand more appreciation, individuality and flexibility than before. In addition, the number of employees who place greater value on the sustainability of a company when choosing a job is increasing. This awareness is particularly pronounced among younger people.
This is one of the main areas where mobility benefits come into play: If a company wants to position itself as particularly sustainable or environmentally friendly, it can provide e-bikes (e.g. via an advantageous company bike lease) or e-cars (e.g. via a flexible car subscription) as mobility options. A company bike offer also promotes the health of employees, which has a positive effect on employee satisfaction and productivity.
The desire for flexible working time models and locations can also be implemented relatively easily by companies continuing to allow home office work or hybrid working or offering a four-day week. The first foreign pilot projects on the four-day week have shown that this working time model is not only positively received, but also makes the company more modern and attractive to employees.
A particularly innovative and future-oriented employee benefit, which especially addresses new flexible working models, is the mobility benefit. This offer - as a monthly mobility budget - provides employees with a variety of options to make their commute and private journeys more flexible and convenient. There are a number of advantages for employees, but also for employers.
A mobility budget can encourage the use of public transport, cycling or car sharing through its flexibility and unlimited offer. This not only supports the environment, but can also help relieve traffic congestion in urban areas. After all, long and time-consuming commutes are a burden for many employees. A mobility benefit addresses the use of home office options or flexible working hours in a more targeted way. It thus helps to reduce stress and improve the work-life balance, which ultimately pays off in terms of employee retention.
Younger generations in particular value environmentally friendly and flexible mobility choices and commutes. A mobility benefit can make companies more attractive to Millennials and Gen Zer. In recruiting, this can be the big point. Last but not least, a mobility benefit for employees means that they can reduce their personal costs and thus be relieved financially.
As the Circula report has shown, a mobility allowance is the most popular benefit that employees want from their employers. Companies should listen and respond to their employees because, as described above, a mobility benefit brings several advantages. Nevertheless, for many companies the implementation of a mobility benefit in the company seems to be (still) challenging, as it seems to be new territory for many companies. It requires thorough planning and coordination. In fact, however, a mobility budget can be successfully implemented in a few steps.
First, a comprehensive analysis should be conducted to understand the specific mobility needs of employees. This can be done through surveys or interviews with employees. Based on the findings of the needs analysis, a tailor-made mobility benefit programme can be developed. This can include public transport subsidies, a mobility budget, flexible working time models and much more.
Communication is the key to the success of employee benefits: it is not enough to just offer them. The task of HR managers is rather to actively disseminate them and make them easily accessible so that they are accepted and used. This means that the introduction of the mobility benefit should be communicated to employees in a transparent and understandable way. This can be done in the form of staff meetings, handbooks or intranet information. After the introduction of the mobility benefit, it is important to monitor the effectiveness of the programme and make adjustments if necessary to ensure that it meets the needs of the employees.
The shortage of skilled workers requires companies to come up with innovative solutions to attract and retain employees. A mobility benefit such as a mobility budget can be an effective tool to increase the attractiveness of an employer, strengthen employee loyalty and meet the demands of the modern working world. Companies that are willing to invest in mobility benefits can secure a competitive advantage and make a positive contribution to the environment at the same time.
In today's "war for talent", a mobility benefit can be the key to success in attracting and retaining the best professionals.
It is becoming increasingly difficult for companies in Germany to find new employees. In fact, in some sectors the lack of skilled workers is already so severe that it has become an economically limiting factor. For example, according to the industry association Bitkom, 137,000 positions in the IT sector recently remained unfilled.
The shortage of skilled workers has become one of the most pressing problems in the labour market. In many industries and regions, companies are fighting for the limited number of qualified skilled workers. This competition for the best talent is often referred to as the "war for talent", and it requires innovative approaches to attract and retain employees.
One of the most important tools in the toolbox of HR departments, not only to attract employees but also to retain them in the longer term, are employee benefits. Companies that offer generous benefits can, on the one hand, position themselves as attractive employers in recruiting, but above all, they can use them to strengthen employee loyalty. This in turn leads to higher employee satisfaction and productivity.
But it seems that many companies do not know the needs of their employees well enough. Many measures for better employee retention often miss the mark.
This is the conclusion of the current Circula Benefits Report. The results of the survey of 1,000 employees and 250 HR managers show that although a clear majority of employees receive benefits, these benefits are not used enough. 86 per cent of employees receive benefits from their companies, but only 48 per cent use them regularly. 11 per cent of respondents even stated that they do not use the benefits offered because accessing them is too cumbersome or they do not fit their current life situation. Another nine per cent do not even know which benefits are offered in their company.
When asked about the most popular benefits, 40 per cent of employees are in favour of mobility allowances, followed by flexible working arrangements (36 per cent) and pension benefits (33 per cent).
Another result of the study: 63 percent of HR managers find that increased fluctuation and a lack of employee loyalty are currently a burden on the company. It shows that the economic and socio-political developments of recent years have left clear traces on the labour market. Due to inflation and the establishment of New Work and hybrid forms of work, employees have higher expectations of their employer. In addition to better remuneration, they demand more appreciation, individuality and flexibility than before. In addition, the number of employees who place greater value on the sustainability of a company when choosing a job is increasing. This awareness is particularly pronounced among younger people.
This is one of the main areas where mobility benefits come into play: If a company wants to position itself as particularly sustainable or environmentally friendly, it can provide e-bikes (e.g. via an advantageous company bike lease) or e-cars (e.g. via a flexible car subscription) as mobility options. A company bike offer also promotes the health of employees, which has a positive effect on employee satisfaction and productivity.
The desire for flexible working time models and locations can also be implemented relatively easily by companies continuing to allow home office work or hybrid working or offering a four-day week. The first foreign pilot projects on the four-day week have shown that this working time model is not only positively received, but also makes the company more modern and attractive to employees.
A particularly innovative and future-oriented employee benefit, which especially addresses new flexible working models, is the mobility benefit. This offer - as a monthly mobility budget - provides employees with a variety of options to make their commute and private journeys more flexible and convenient. There are a number of advantages for employees, but also for employers.
A mobility budget can encourage the use of public transport, cycling or car sharing through its flexibility and unlimited offer. This not only supports the environment, but can also help relieve traffic congestion in urban areas. After all, long and time-consuming commutes are a burden for many employees. A mobility benefit addresses the use of home office options or flexible working hours in a more targeted way. It thus helps to reduce stress and improve the work-life balance, which ultimately pays off in terms of employee retention.
Younger generations in particular value environmentally friendly and flexible mobility choices and commutes. A mobility benefit can make companies more attractive to Millennials and Gen Zer. In recruiting, this can be the big point. Last but not least, a mobility benefit for employees means that they can reduce their personal costs and thus be relieved financially.
As the Circula report has shown, a mobility allowance is the most popular benefit that employees want from their employers. Companies should listen and respond to their employees because, as described above, a mobility benefit brings several advantages. Nevertheless, for many companies the implementation of a mobility benefit in the company seems to be (still) challenging, as it seems to be new territory for many companies. It requires thorough planning and coordination. In fact, however, a mobility budget can be successfully implemented in a few steps.
First, a comprehensive analysis should be conducted to understand the specific mobility needs of employees. This can be done through surveys or interviews with employees. Based on the findings of the needs analysis, a tailor-made mobility benefit programme can be developed. This can include public transport subsidies, a mobility budget, flexible working time models and much more.
Communication is the key to the success of employee benefits: it is not enough to just offer them. The task of HR managers is rather to actively disseminate them and make them easily accessible so that they are accepted and used. This means that the introduction of the mobility benefit should be communicated to employees in a transparent and understandable way. This can be done in the form of staff meetings, handbooks or intranet information. After the introduction of the mobility benefit, it is important to monitor the effectiveness of the programme and make adjustments if necessary to ensure that it meets the needs of the employees.
The shortage of skilled workers requires companies to come up with innovative solutions to attract and retain employees. A mobility benefit such as a mobility budget can be an effective tool to increase the attractiveness of an employer, strengthen employee loyalty and meet the demands of the modern working world. Companies that are willing to invest in mobility benefits can secure a competitive advantage and make a positive contribution to the environment at the same time.
In today's "war for talent", a mobility benefit can be the key to success in attracting and retaining the best professionals.
