The flexible remuneration allows talents to optimise their salary according to their needs, but its implementation is not always straightforward.
Many companies make mistakes that can reduce their impact and generate mistrust. To ensure their success, it is essential to understand the five most common mistakes and implement effective solutions.
A poorly explained flexible remuneration plan generates confusion and mistrust. Talent may not understand how it works, fear that it will negatively affect their pay or even perceive it as a cost-cutting strategy by the company. In many cases, employees do not know how to calculate the real impact on their payroll or how to access the benefits.
Solution: Conduct briefings, offer explanatory materials and provide ongoing support to resolve queries. Implementing digital tools with salary simulators and internal awareness campaigns will help to improve understanding of the plan.
A scheme that does not consider talent preferences may be ignored. Not everyone values the same benefits, and a limited offer reduces its attractiveness. For example, a young worker with no children may not be interested in a kindergarten, While someone with a family may consider this type of benefit as a priority.
Solution: Conduct surveys to understand the needs of the workforce and offer a customised range. Segmenting the offer according to different profiles and allowing for some customisation will make the plan more attractive and effective.
Not knowing tax legislation well can create problems for both the company and the talents, affecting the profitability of the scheme. Some tax exemptions have limits, specific conditions or may change over time, which can lead to implementation errors.
Solution: Take expert advice, keep up to date with regulations and carry out simulations to assess the financial impact. It is key to regularly review current legislation and have a legal team in place to ensure compliance.
A plan with few options does not adapt to the diversity of talents. It is important to offer alternatives that respond to different lifestyles and needs. Different workers have different priorities, and if the plan does not cover a wide range of benefits, its attractiveness is diminished.
Solution: Diversify options, including ticket restaurant, transport, telework support, training and support for telework. Allowing talents to select the benefits that best suit their personal situation increases the perceived value of the programme and encourages its use.
Flexible remuneration should not be seen as a stand-alone benefit, but as part of a comprehensive talent retention and wellbeing strategy. If it is not aligned with other company policies, its impact will be limited. In addition, lack of leadership involvement can lead to talent not giving it importance.
Solution: Aligning the plan with other HR initiatives, linking it to the company culture and ensuring the support of company leaders. Integrating it with wellness, work-life balance and career development programmes reinforces its impact and increases talent engagement.
A well-designed flexible remuneration plan can be a key tool for improving the well-being and motivation of talent. However, its success depends on clear communication, a varied offer and proper integration with the HR strategy. By avoiding these common pitfalls, companies can maximise its impact and turn it into a real differentiator for attracting and retaining talent.
