{"id":21472,"date":"2020-09-11T16:46:22","date_gmt":"2020-09-11T14:46:22","guid":{"rendered":"https:\/\/benefex-dev.local\/sv\/vilka-personalformaner-ar-viktigast-for-medarbetare\/"},"modified":"2026-03-22T11:07:59","modified_gmt":"2026-03-22T10:07:59","slug":"vilka-personalformaner-ar-viktigast-for-medarbetare","status":"publish","type":"post","link":"https:\/\/benifex.com\/sv\/vilka-personalformaner-ar-viktigast-for-medarbetare\/","title":{"rendered":"Vilka personalf\u00f6rm\u00e5ner \u00e4r viktigast f\u00f6r dagens medarbetare?"},"content":{"rendered":"

Arbetsgivare i framkant har insett att personalf\u00f6rm\u00e5ner kan \u00f6ka medarbetarnas v\u00e4lm\u00e5ende, engagemang och vilja att agera positiva ambassad\u00f6rer f\u00f6r varum\u00e4rket. Men f\u00f6r att allt detta ska uppn\u00e5s beh\u00f6ver f\u00f6rm\u00e5nsutbudet vara relevant f\u00f6r varje anst\u00e4lld. Och vad beh\u00f6ver ing\u00e5 d\u00e5?<\/span><\/p>\n

<\/p>\n

Som vi konstaterar i v\u00e5r kommande f\u00f6rm\u00e5ns- & engagemangsrapport<\/a> \u00e4r svaret p\u00e5 fr\u00e5gan \u00e4r inte helt enkelt. Rapporten baseras p\u00e5 en unders\u00f6kning med tusentals anst\u00e4llda i olika \u00e5ldrar och branscher i Storbritannien, Tyskland och Sverige. Vi ville ta reda p\u00e5 vad m\u00e4nniskor tycker om sina medarbetarupplevelser, hur l\u00e5ngt digitaliseringen har kommit p\u00e5 dagens arbetsplatser \u2013 och vilka f\u00f6rm\u00e5ner<\/a> som \u00e4r s\u00e5 viktiga att de skulle kunna f\u00e5 m\u00e4nniskor att byta jobb.<\/span><\/p>\n

Behov och \u00f6nskem\u00e5l i olika l\u00e4nder <\/span><\/h2>\n

Visst finns det f\u00f6rm\u00e5ner som anses viktiga i alla tre l\u00e4nder, men varje land \u00e4r ocks\u00e5 unikt. <\/span><\/p>\n

Till exempel rankas flexibilitet och work-life balance j\u00e4mf\u00f6relsevis h\u00f6gt i Storbritannien. Mobilitetsf\u00f6rm\u00e5ner \u00e4r en kategori som ist\u00e4llet sticker ut i Tyskland, d\u00e4r man d\u00e4remot verkar f\u00e4sta mindre vikt vid kompetensutveckling. Sjukv\u00e5rdsf\u00f6rm\u00e5ner<\/a>, och framf\u00f6r allt friskv\u00e5rdsf\u00f6rm\u00e5ner<\/a>, \u00e4r extra viktiga f\u00f6r anst\u00e4llda i Sverige.<\/span><\/p>\n

Behov och \u00f6nskem\u00e5l i olika \u00e5ldrar <\/span><\/h2>\n

Unders\u00f6kningen visade ocks\u00e5 tydliga skillnader i vad som efterfr\u00e5gas i olika \u00e5ldrar. I Sverige anses mobilitetsf\u00f6rm\u00e5ner <\/a>\u2013 som till exempel cyklar, kollektivtrafik eller tj\u00e4nstebilar <\/a>\u2013 viktigare f\u00f6r medarbetare under 40 \u00e4n \u00f6ver, medan work-life balance<\/a> prioriteras h\u00f6gst bland dem mellan 30 och 39. <\/span><\/p>\n

I Tyskland \u00e4r bonus & vinstdelning och flexibilitet de tv\u00e5 viktigaste f\u00f6rm\u00e5nskategorierna i samtliga \u00e5ldersgrupper. Mat & dryck (som exempelvis lunchsubventioner) \u00e4r extra viktiga f\u00f6r medarbetare under 40, som rankar dessa f\u00f6rm\u00e5ner h\u00f6gre \u00e4n b\u00e5de sjukv\u00e5rds- och pensionsf\u00f6rm\u00e5ner.<\/span><\/p>\n

I Storbritannien hamnar flexibilitet (n\u00e4r det g\u00e4ller till exempel arbetstider och m\u00f6jlighet att jobba p\u00e5 distans) \u00f6verst p\u00e5 listan i alla \u00e5ldersgrupper, f\u00f6rutom de \u00f6ver 60. F\u00f6r denna grupp \u00e4r ist\u00e4llet bonus & vinstdelning viktigast; en kategori som placerar sig p\u00e5 en andraplats bland \u00f6vriga \u00e5ldersgrupper.<\/span><\/p>\n

\"viktiga-personalformaner\"<\/span><\/p>\n

Behov och \u00f6nskem\u00e5l f\u00f6r kvinnor respektive m\u00e4n<\/span><\/h2>\n

Sorterar man svaren i unders\u00f6kningen utifr\u00e5n k\u00f6nstillh\u00f6righet framtr\u00e4der ytterligare skillnader, \u00e4ven om visa f\u00f6rm\u00e5nskategorier \u2013 d\u00e4ribland f\u00f6rs\u00e4kringar, mat & dryck och personalrabatter<\/a> \u2013 placerar sig ganska lika. Flexibilitet, work-life balance och kompetensutveckling \u00e4r viktigare f\u00f6r kvinnor, medan m\u00e4n ist\u00e4llet rankar mobilitets- och pensionsf\u00f6rm\u00e5ner h\u00f6gre.<\/span><\/p>\n

Det vi har presenterat ovan \u00e4r en \u00f6vergripande bild, med n\u00e5gra av de tydligaste tendenserna. Vill man gr\u00e4va djupare kan man kombinera och j\u00e4mf\u00f6ra olika parametrar, och till exempel ta reda p\u00e5 hur svaren fr\u00e5n brittiska kvinnor i en viss \u00e5lder skiljer sig fr\u00e5n j\u00e4mn\u00e5riga i Tyskland eller Sverige. Personalf\u00f6rm\u00e5ner \u00e4r ett komplext \u00e4mne! Dessutom p\u00e5verkas behov och \u00f6nskem\u00e5l \u00f6ver tid, av individuella f\u00f6ruts\u00e4ttningar, liksom av yttre faktorer i en f\u00f6r\u00e4nderlig omv\u00e4rld.<\/span><\/p>\n

R\u00e4tt st\u00f6d f\u00f6r r\u00e4tt person i r\u00e4tt tid<\/span><\/h2>\n

Knappast n\u00e5gon yrkesgrupp har l\u00e4mnats helt op\u00e5verkad av covid-19, och i tider av os\u00e4kerhet kan personalf\u00f6rm\u00e5ner bli viktigare \u00e4n n\u00e5gonsin<\/a>. F\u00f6r arbetsgivare som vill st\u00f6tta sina medarbetares v\u00e4lm\u00e5ende \u00e4r ett v\u00e4l avv\u00e4gt f\u00f6rm\u00e5nsutbud ett b\u00e5de kraftfullt och kostnadseffektivt verktyg. <\/span><\/p>\n

Men f\u00f6r att ge \u00f6nskad effekt beh\u00f6ver utbudet vara tillr\u00e4ckligt brett f\u00f6r att varje medarbetare \u2013 oavsett \u00e5lder, livssituation och preferenser \u2013 ska kunna hitta n\u00e5got som passar just dem. Individanpassning, flexibilitet och l\u00e4ttillg\u00e4nglighet \u00e4r d\u00e4rf\u00f6r viktiga ledord f\u00f6r dagens arbetsgivare. Och framf\u00f6r allt g\u00e4ller det att ta reda p\u00e5 vilka f\u00f6rm\u00e5ner ens medarbetare har st\u00f6rst behov och nytta av just nu.<\/span><\/p>\n

\n

\u00c4r du nyfiken p\u00e5 fler intressanta insikter fr\u00e5n v\u00e5r stora unders\u00f6kning? F\u00f6rbest\u00e4ll F\u00f6rm\u00e5ns- & engagemangsrapporten<\/em> redan idag!<\/span>
<\/span><\/p>\n

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Arbetsgivare i framkant har insett att personalf\u00f6rm\u00e5ner kan \u00f6ka medarbetarnas v\u00e4lm\u00e5ende, engagemang och vilja att agera positiva ambassad\u00f6rer f\u00f6r varum\u00e4rket. Men f\u00f6r att allt detta ska uppn\u00e5s beh\u00f6ver f\u00f6rm\u00e5nsutbudet vara relevant f\u00f6r varje anst\u00e4lld. Och vad beh\u00f6ver ing\u00e5 d\u00e5?<\/p>\n","protected":false},"author":0,"featured_media":21473,"comment_status":"closed","ping_status":"open","sticky":false,"template":"tpl.news-post.php","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[749,745],"tags":[753,747],"class_list":["post-21472","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-anstallningsformaner","category-engagerade-medarbetare","tag-anstallningsformaner","tag-engagerade-medarbetare"],"acf":[],"yoast_head":"\nVilka personalf\u00f6rm\u00e5ner \u00e4r viktigast f\u00f6r dagens medarbetare?<\/title>\n<meta name=\"description\" content=\"Personalf\u00f6rm\u00e5ner kan \u00f6ka medarbetarnas v\u00e4lm\u00e5ende, engagemang och vilja att agera positiva ambassad\u00f6rer. 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