Boardroom Sessions
Put benefits on the strategic agenda
What role do benefits play in your organisational strategy? And what do you actually want to stand for as an employer?
In our Boardroom Sessions we sit down with (senior) management to discuss the strategic choices behind the benefits package. Not a debate about individual schemes, but about the direction for the future.
Schedule an appointment- Session
- 2–3 hours
- Investment
- from € 2,000
- Approach
- 3 steps
The question
What role should benefits play within your organisation?
Many organisations have an extensive benefits package, but no clear view on the role benefits should play within the wider organisational strategy.
As a result, choices are quickly made on the basis of isolated needs, market developments or individual schemes. While the most important questions sit a level above that: what do we want to achieve with our benefits and which choices fit that ambition?
A Boardroom Session takes that discussion to the level where strategic choices are ultimately made.
When is a Boardroom Session right for you?
Time for the strategic conversation?
A new course
The organisation is changing and benefits policy has to grow with it.
No clear vision
There are plenty of benefits, but a shared direction is missing.
Different perspectives
HR and management see the role or future of benefits differently.
Big choices ahead
Significant investments, changes or optimisations are on the agenda.
Using benefits more strategically
You want to connect benefits more strongly to culture, strategy and employer brand.
Not sure where to start?
In a short call we look at which approach fits your organisation.
Schedule an appointmentWhy this matters
From an HR topic to a strategic instrument
A clear direction
Make explicit what you want to achieve with your benefits.
Engaged management
Create shared ownership for choices that reach beyond HR.
Better decisions
Assess new ideas against a shared strategic framework.
More coherence
Connect benefits to your culture, your people and your organisational strategy.
Our approach
A session that revolves around your organisation
- 01
Preparation
Beforehand we discuss the reason, the main questions and the context of the organisation with HR. Where needed we receive relevant documentation to prepare.
- 02
Boardroom Session
In an interactive session we challenge management to think about the role of benefits. We bring in outside insights and examples and discuss together which principles matter for your organisation.
- 03
Direction & next steps
We bring together the key insights and choices made and translate them into a clear strategic direction and possible next steps.
Result
A shared direction for your benefits
After the Boardroom Session it is clearer what role benefits should play in your organisation and which principles guide future choices.
A solid strategic starting point for making future benefits choices better and more consistent.
A shared picture within management
Strategic principles for your benefits
A connection with organisation, culture and employer brand
Concrete direction for possible next steps
Client stories
Benefits on the management agenda
See how we helped other organisations have the strategic conversation about benefits.
Process & timeline
Compact, but with impact
A Boardroom Session does not require a months-long project. Beforehand we align on the reason and the main questions and prepare the session around your organisation.
Including preparation and follow-up, the whole thing can usually be completed within 2 weeks.
We agree the exact set-up in advance. Several sessions or a broader strategic project are also possible when the question calls for it.
Indicative investment
What does a Boardroom Session cost?
The investment depends on the preparation, duration and composition of the session. Beforehand we determine together the central question and which participants are needed to actually reach a direction during the session.
Frequently asked questions about Boardroom Sessions
The Boardroom Session is designed for directors, the board and (senior) management. Depending on the question, HR and other relevant stakeholders can join as well.
We tailor that to the question. The sessions work best with a group large enough to bring different perspectives to the table, but small enough to actually have the strategic conversation.
No. Sometimes the lack of a clear shared direction is exactly the reason for a Boardroom Session. Beforehand we help sharpen the main topics and questions for the session.
Where relevant we use individual benefits, trends and real-world examples to make the discussion concrete. The emphasis, however, is not on assessing each separate scheme, but on the strategic choices and principles behind the package as a whole.
No. A Boardroom Session is first and foremost a strategic management session. A Benefits Philosophy goes further and focuses on actually developing and recording an overarching philosophy for benefits policy. A Boardroom Session can be an excellent starting point for it.
Yes. Depending on the outcomes we can support the further development of the strategic direction, develop a Benefits Philosophy, or genuinely optimise the benefits package through the Primary Approach.
Time to put benefits on the strategic agenda?
In a Boardroom Session we bring management and HR together to talk not only about what you offer, but above all about why, and what you want to achieve with it as an organisation.
