Remember your employees welfare is critical to
the future success of your business?
What is your strategy of control when regulating
employee welfare standards?
An independent employee welfare programme
protects you especially if you use contractors!
As the employer, remember that it is you who is liable
for employee welfare including all catering facilities
irrespespective of catering contractors used!
Independently regulating catering standards reduces
your risk, catering subsidies and costs!
Your business is nothing without its employees; a welfare programme is your 1st priority!
Employee welfare standards directly impact business accreditation, you may be striving for ISO 9000, ISO 14001 or OHSAS 18001 the first step is to ensure your employees are valued so they can operate efficiently...
Employment welfare. Now take a moment; consider your catering facilities in isolation.
When employees feel undervalued due to poor standards they don't perform effectively. Poor service standards
result in lower patronage of facilities meaning you pay a higher vending and catering subsidy.
So in conclusion if employees are not performing, poor employee performance means your business suffers. You also pay a higher catering subsidy due to lower usage; you are hit twice!
This is a very obvious but vicious circle!
The flipside being...
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When catering standards improve employee patronage improves.
Improved employee standards lead to improved employee performance and a reduced catering subsidy!
That means your catering costs clearly come down and your business performance goes up... You win twice!
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Introducing an employee assessment/ employee welfare programme clearly helps you reduce any catering subsidies; it also achieves all of the following!
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a. You are able to make informed decisions about future changes to services and facilities and reduce the
likelihood of getting those decisions wrong!
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b. You improve control over your contractors including caterers, deep cleaners, pest control, vending and
water dispenser suppliers. Once independently collected data marks a supplier down on quality or
standards it's then extremely hard for the supplier to justify future contract price increases.
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c. Removing weak/ poor welfare standards leads to improved conditions and employee performance.
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d. Independently measured standards reduces related risk; E.coli, salmonella, Legionella, etc...
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e. Your management efficiency of employee welfare suppliers improves saving you time and money
directly impacting any catering subsidy.
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For further detail please visit the Contact us page; you have
nothing to lose your site survey is free?
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For an overview of how employment welfare impacts your particular department: HR, Purchasing, Health & Safety or Facilities; please click the appropriate link on the toolbar.
Alternatively see below for a "brief" insight into the history of employee welfare standards dating back to the early 1920s. An employee assessment helps you achieve accreditation; whether it's ISO 9000, ISO 14001 or OHSAS 18001 please ensure that your standards have been benchmarked.
“We stand on the threshold of a new era in which attention and interest are beginning to shift from…things that are worked with, to the worker; from the machinery of industry, to the man who made, owns, or operates it.”
Robert Yerkes, Chairman of the Personnel Research Federation, National Research Council, 1922
In the early 1900s labour unions, social reformers, journalists, and photographers brought to national attention poor working conditions experienced by industrial workers. In the ensuing economic climate of the late 1920s and 1930s, many executives came to believe that the foundation of business and of a democratic society itself rested in part in affirming the role of the worker.
To inspire company loyalty, discourage high employee turnover and unionization, and present a good face to the public, corporate managers began to focus on the well-being of the employee through the practice of welfare capitalism.
In addition to pensions, sick pay, disability benefits, and stock purchase plans, Western Electric workers could participate in a range of recreational and educational programs from running meets, tennis games, and baseball leagues to lunchtime concerts, beauty pageants, and evening classes. The company’s accident prevention programs included the introduction of safety shoes, eye goggles, and guards for heavy machinery. To better understand worker productivity and job satisfaction, Western Electric became increasingly interested in studies from the social, behavioural, and medical sciences.
The above information is taken from the Harvard Business school web site and is a good example of the early connection between employee benefits, welfare and rapid expansion of a number of extremely successful global brands and businesses.
It’s hard to ignore what history is telling us; it's a fact that successful businesses adopt employee welfare programs! It's not just about investing in high spec catering facilities it is about adopting best practice.
Why bother?
Well as Robert Yerkes stated way back in 1922:
"Our interests must shift from our products to our employees".
