Settling the score: how Net Promoter Scores can give HR teams confidence that a new benefit platform will deliver

Selecting a benefits technology provider is a big decision – so how can HR and benefits teams be confident in their choice?
No matter the size of the organisation, a new benefits platform is a noteworthy investment. And not just because of the financial commitment.

Benefits are a significant expense for employers – and a strategic one. They make employees feel appreciated, understood and cared for. They are an important signifier of organisational culture.

Human resources (HR) and benefits teams place a huge amount of thought into their benefits strategies and packages. But if they try and deliver them through a clunky platform, their efforts will soon go to waste. Employees want to engage with platforms that are quick simple, and intuitive. Browsing and shopping cart style experiences must be on par with what they are experiencing as consumers. Providing this kind of experience is key to seeing a return on benefits investment.

A benefits platform is a pivotal piece of HR technology. HR teams will interact with it every day, so they need to enjoy working with it. They need a platform that will reduce their to-do lists by automating repetitive tasks and offering up data insights. It also needs to be flexible and scalable enough to cope with inevitable structural or strategic shifts.

The high stakes, combined with the number of options on the market, make choosing a provider a complicated task.

When it comes to making the decision, looking at the provider’s Net Promoter Score (NPS) can be a great first step. In this white paper, we’ll cover what an NPS is, why it’s so important, and why Zest’s is so good.

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