How to connect, recognise and support employees during times of uncertainty: Navigating the coronavirus for HR leaders
Derbyshire Constabulary are focussed on protecting people and promoting law enforcement across Derbyshire. They have 3,400 members of staff who work from four locations, with 70% of them online.
Police: Local Government
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Derbyshire Constabulary conducted their first ever employee engagement survey, called “Viewpoint,” in 2013. The survey highlighted that only 53% of employees felt their pay was fair for the work they perform and only 68% felt the force offered a good range of benefits. Furthermore, the survey showed Derbyshire Constabulary that 50% of their people had considered leaving to earn more money and only 33% felt more motivated than they did a year ago.
On top of these numbers, the HR team at Derbyshire Constabulary also found that their employees wanted more information around health and wellbeing. The reliance on the occupational health department at the time was not delivering the fully rounded wellbeing focus which Derbyshire Constabulary’s employees were seeking.
The team knew they needed to extend the salary of their people and, with a backdrop of large cuts to policing and reductions in workforce numbers, their budget was tight. They had a vision to offer their people a wide range of benefits which would support employees, as well as increase engagement and recognise individuals for the great work which they do.
Derbyshire Constabulary launched their “My Extras” offering with Reward Gateway – combining employee discounts with an all-in-one employee engagement hub. The HR team saw this as the perfect opportunity to extend the salaries of their staff at a time when they were not able to offer a meaningful pay rise. They also linked “My Extras” back to the employee feedback received with a “You said, we did” campaign to show the voice of the workforce was being listened to. This saw the additional benefit of Cycle to Work being introduced with no maximum spend limits, and Childcare Vouchers for working parents to save up to £933 a year on childcare.
With support from the Health and Wellbeing Committee, chaired by their Deputy Chief Constable, the team launched a health and wellbeing section which has major prominence on the front page of “My Extras.” Launched during Mental Health Awareness Week, it included activities for mental, physical, emotional and financial health. The team also deployed competitions, a charity drive, free health screenings, presentations, videos from staff and senior leaders, and health and wellbeing offers through “My Extras.”
The team saw a great reception to the new offering with a large amount of employees coming forward with overwhelmingly positive feedback. It even attracted local media attention from staff raising £500 for a local charity through the launch initiative.
Since launching “My Extras” the team have seen 75% of staff engage with the offering. Those same employees have spent £1,120,000 through Reward Gateway’s employee discounts – saving them £110,000. As the discounts offering continually evolves and matches the shopping habits of the employee, savings have increased year-on-year with a 36% increase on the previous year. In addition, 72% of Derbyshire Constabulary employees now feel they are being offered a good range of benefits.
Moving all of their benefits onto on employee engagement hub has helped the team to increase engagement in all areas. Within the first Cycle to Work window, there were 250 applications, and staff have saved £120,000 through the Childcare Voucher benefit in the last 12 months. And, the inclusion of health and wellbeing has led to employees talking about mental health issues which before was a subject no one spoke up about.
Derbyshire Constabulary have seen a return on investment of nearly six-times of what it costs to run the scheme, showing that it has delivered for both the Constabulary and those working there. “My Extras” also enables the HR team to engage with their people without offering cash incentives and provides a benefit which doesn’t affect public interest – strengthening their social corporate responsibility.
engagement with offered employee benefits
ROI in employee engagement platform