Amanda says the growth in the business is related to major changes in the healthcare industry. Recruitment of psychologists and other relevant qualifications is highly competitive, with more job openings than applicants, and the National Disability Insurance Scheme (NDIS) has played a big role in that.
Along with enabling recruitment, Amanda wanted to make sure she was retaining the talent she has.
Lastly, Amanda wanted to make sure that the culture of the company remained high quality through the growth of the business, and was in line with her standards and values.
“One of our biggest goals right now, from recruitment all the way through, is making sure we have a workplace that's cohesive, that's fun, that's professional, and that rewards good employees. I'm the CEO and a psychologist, so I guess part of my training as a psychologist comes through in how I manage the business, in that if people are happy and you can provide for them and support them in the right way, they're going to be more productive, they're going to stay longer and they're going to give you their best. So I was looking for something that fit that culture and that's really, really important to us.”
Increasing reward and recognition
Amanda says she knows people feel more recognised because she has received positive comments about it.
Having the Perkbox platform means it’s in the forefront of her managers’ minds and it’s creating a culture of recognition in the business. “It's important to walk up to someone and say thank you, but when you can do it on a platform like this and my managers have a budget to give vouchers to people every quarter, it fosters that.
“I know it's the right solution for us, because it gives the rewards, so we can give back to the staff.”
On getting high engagement
The management team at Real Therapy Solutions have made a concerted effort to promote the perks available on the platform, and their focus has paid off. The team uses Microsoft’s Teams internal chat software and has a dedicated channel for Perkbox.
Before launching, they used the channel to hype up what was soon to be available, and after launching have continued to post about new or favourite perks, and employees contribute photos of themselves with the perks they’ve redeemed.
Some of the posts in the channel include an employee who used the travel perks on her overseas holiday, and another who took her one year old son out for lunch and used her Hey You vouchers. “We sort of use it to advertise how other people have utilised the perks.
“To get the most out of Perkbox, it's something that managers also need to encourage that momentum and use of it, and that's something that we've really focused on with our teams. And it also creates chatter that isn't work related which is really good for culture as well.”
Enhancing the culture they already had
Due to Amanda’s psychology background, she was already focused on company culture and values long before Perkbox. But having Perkbox has allowed her to formalise it, “Perkbox is a standard item on the agenda at team meetings every two weeks.
“Perkbox has definitely helped us build our company culture. It's a great opportunity for people to recognise each other, for us to recognise them, and to feel like they get a bit more when they work here because they can get discounts. I think it just fosters and boosts culture, and highlights what our culture actually is for everyone, right from recruitment stage to an employee being here for years and years.”
Culture is an ongoing journey... and an asset
“In our sector, where recruitment and retention can be a challenge, Perkbox gives us that edge over other organisations for attracting and retaining good quality staff that we can then recognise and reward.”