In 2013, Atos had a go at a survey called Great Places to Work, which divulged that 65% of their staff were looking ahead for their firm to offer an exclusive set of advantages related not only to them, but also to their lifestyle. The company already had a benefaction, named iChoose, which was not receiving the extent of engagement they had expected; and therefore, chose to collaborate with Reward Gateway to introduce “Prosper” – their new platform for engaging employees. The team purposely selected the name “Prosper,” since it indicated the close of the nonfunctioning iChoose and built an avant-garde brand identity of opportunity and success.
More response to the survey indicated that employees also did not have much insight into their total reward package and advantages. The HR team of Atos came to the decision that they had to utilise Prosper as a comprehensive one-stop-shop programme for bringing together all these aspects. They were aware that for this to be successful, they had to get the message across that the new advantages were better than the previous ones to a great extent and ensure their employees would make use of them.
For this, the team brought together two communication strategies - one before the launch and the other after it - with the main motive to pilot engagement amongst employees and encourage their new set of advantages as being fit for use by all and anon. Important decisions were also required to be made around the variation in workforce of the company, with 10% being offline, 40% being home- or site-based, 211 operating locations and 400 overseas based locations to think about.
The team of Atos sent invitations to a group of varied employees to be Prosper Champions, who got advance entry into the engagement center and were utilised as a sounding board for challenges in communication. The team viewed this as a significant step in creating their strategy and providing them with another channel at the time of launch, which would enhance engagement via word of mouth.
With the crucial response collected from the Prosper Champions, the team had now distinguished at least twelve channels of communication. The highlights consist of:
Branded merchandise & roadshows – delicacies of Prosper given out at the opening.
Scheduled eCards – for birthdays, joiners and service anniversaries.
All-employee calls – utilised to boost initiatives of Prosper, organised by SVP of HR.
Manager packs – managers can educate offline staff about conveniences.
In order to better their centre of attention, the team arranged their offering into 3 pillars - MyWealth, MyHealth and MySelf - and formed a plan which considers main holidays and internal drives. This comprises the Wellbeing@Work week where the team made use of Prosper for encouraging the Reward Gateway-provided advantages like, wellness of employees, Cycle to Work and a series of lifestyle discounts. Atos also attached the encouragement of recognition with their Prosper hub, usied to bring forth weekly themes besides engaging content, which is apt for all staff.
By improving the hub, the team were capable of including manager led InstantAwards, peer to peer eCards, a Hall of Fame, the Atos Star awards and the capability of sending blossoms to a colleague in certain situations. They also emphasised on financial well-being with Barclays Workplace initiated at their 3 biggest sites. Also as part of their evolution, the team of Atos introduced a digital solution for banking where staff can book appointments for video or phone conferences for deliberating about their financial requirements.
At the time of implementing their Prosper hub, the team of Atos had established a specific figure of sixty percent engagement within the first year. They exceeded this by many levels, watching ninety percent staff using the hub actively in the first 12 months - with forty percent of these registering in the first fourteen days! The team has also observed month on month spend rise and by the third year of Prosper, £3.1 million had been exhausted via the platform, with the staff saving £243,000.
Direct response from staff has also indicated Atos that their communications are accessible to those at offsite locations and at home:
According to an employee, working on the offsite account (NS&I) could mean that he did not have ready access to an Atos laptop, but after joining he has come to know about Prosper and how simple it is to gain access from home. He also said that his wife is obsessed.
Atos continue to talk about the value of wellbeing to their employees and in the month of January in the year 2017, they inaugurated Reward Gateway’s SmartFit™ product providing discounts at boot camps, gyms and on domestic equipment.
Are you interested in a career with Atos? Please click here.
Vercida works with over one hundred clients who are committed to creating an inclusive work environment. If you are an employer and interested in working with Vercida to promote your diversity and inclusion initiatives and attract the best candidates, please call 02037405973 or email email@example.com for more information.
We are also officially recommended by Disability Confident as a step on achieving Employer status, please click here for more information.