Marking 15 years in the industry, design agency Fiasco is unveiling a rebrand that reflects its evolution and deep-rooted belief in the power of emotion. The agency has built a reputation for crafting work that harnesses human connection, visual storytelling, and impactful digital experiences. Now, with a bold new identity, Fiasco is doubling down on its core belief: emotion belongs at the forefront of design.
“Every project we work on is strategically built around a core emotion to create a powerful and meaningful connection with the audience. We’ve turned this approach into a transparent offering: humanising brands by delivering that emotion at every touchpoint, building lasting associations over time.” — Chris Tozer, Partner & Creative Director.
“We started Fiasco 15 years ago with no clients, no agency experience, and no roadmap. What we had was a set of values and a belief that we could do things differently by carving our own path.
We care deeply about the people we work with. From the Fiasco team to our partners, our work is driven by energy and strives to make people feel something. Now, our own brand reflects that belief and level of care” — Ben Steers, Co-founder and Exec. Creative Director.
Fiasco’s year-long rebrand was an in-house, studio-wide collaborative effort influenced by every member of the 16-person team. The process was challenging, iterative, and at times chaotic — but that’s exactly what made it meaningful. By handing the reins to the people who shape Fiasco daily, the agency has created an identity that every team member can proudly own.
“By giving our team the freedom to shape our brand in-house, it has become a true reflection of the care we put into our work and the people we impact.” — Gabby Luciani, Account Director.
“The new visual identity is built on a creative tension: the balance between the maturity and expertise we’ve developed over 15 years and the playful, spirited personality that defines us.” — Julia Darze, Partner & Design Director.
To achieve this, Fiasco has carefully paired two contrasting typefaces — one functional, one playful — and anchored the design in a minimal based palette of dark and light, accented by bright, celebratory secondary colours. They introduce ‘little moments of joy’ through motion and interaction.
Custom glyphs disrupt the structure of the refined logotype, creating unexpected moments that delight and surprise. Now, the way text animates or a button moves on rollover holds as much significance as the words themselves — reflecting their broader approach to brand identity that merges strategy with emotion.
Fiasco isn’t just evolving its own identity — it’s sharing 15 years of lessons, insights, and creative thinking with the wider design community. Through open conversations, skill-sharing, and knowledge exchange, the agency is committed to helping others grow, learn, and push the boundaries of brand and digital design.
Over the next year, these initiatives will include open studio days, portfolio reviews, career advice, internships, mentorships, and an FAQ resource hub, to name a few.
Fiasco’s rebrand is a bold reaffirmation of what they’ve always believed: great design isn’t just about aesthetics — it’s about evoking emotion, shaping experiences, and creating meaningful impact.
Check out Fiasco’s new look and feel here: fiasco.design
Following a competitive pitch, SIM7 has been selected by the British Council as a key agency on its framework to supply services over the coming years.
SIM7 will work in partnership with the British Council’s international marketing teams, creating strategic messaging, copywriting and content to drive the organisation’s global initiatives.
This work will involve developing digital and OOH campaigns, creating assets across all channels, and supporting the British Council’s extensive international outreach.
SIM7 will join a handful of leading UK agencies selected to support the British Council’s strategic goals.
About the British Council
The British Council is the United Kingdom’s international organisation for cultural relations and educational opportunities. Operating in over 100 countries worldwide, the British Council builds connections, understanding, and trust between people in the UK and other countries through arts and culture, education, and the English language, reaching millions of people annually.
Says SIM7’s Simeon de la Torre, “As an agency with extensive international experience, this is a perfect partnership for us. We’re excited about working on some of the most significant cultural and educational initiatives globally, and empowering the British Council by delivering the effective messaging that we’re known for.
“Our capabilities closely align with the British Council’s mission to promote and uphold the English language worldwide. Our expertise will enhance the British Council’s efforts to make English accessible to learners across diverse cultures and backgrounds. Through innovative campaign strategies and engaging content, we’ll support the British Council’s role as a global leader in English language teaching and assessment.
“We’re looking forward to connecting with the international communities that the British Council fosters and supports.”
“The British Council is one of the best names in the industry for cultural exchange and educational opportunity, and the SIM7 team are all keen to help them deliver their mission of building connections between the UK and the rest of the world.”
SIM7 is an award-winning creative agency that uses language to empower design. We drive growth by creating brands, campaigns and strategy – for marketing teams around the world. Our experience in international education extends to universities, leadership organisations, business schools and more. For more information, contact Simeon de la Torre [email protected]
Business Leaders & HR are under a lot of pressure here in the South-West. Employer NI increases are now with us, limited budgets, and rising expectations from talent. So, when you’re building out a benefits package, it’s natural to prioritise the ones that tick the “most people, most of the time” box. But if you want your benefits strategy to build loyalty, protect productivity, and future-proof your workforce, you must think differently. In my experience, utilisation isn’t always the right way to measure the success of a benefit. Some benefits might only impact a handful of people, but for those people, it can mean everything. If we’re serious about inclusive benefits, we must meet people where they are, even if that need isn’t common.
Because some of the highest-impact benefits are the ones your employees won’t use often. They’re the ones that quietly sit in the background until someone has a real need and suddenly, that benefit becomes the reason they stay, not leave. What do I mean by that? Here’s some examples of what that looks like in practice.
For example, Fertility & Reproductive Health Benefits. Offering fertility support (Egg freezing, IVF, donor support, surrogacy navigation) can feel and sound like a niche benefit. Most employees won’t use it. So why invest?
Because the absence of support comes with hidden costs. Research tells us that 1 in 7 UK couples experience fertility issues. IVF takes a physical and emotional toll: constant appointments, hormonal treatments, failed cycles…all while employees try to show up at work. Many reduce hours, take sick days, or even quietly leave during treatment. Others are forced to spend tens of thousands privately, causing financial and emotional stress. This disproportionately affects women in their 30s and 40s. But it doesn’t stop there: LGBTQ+ employees face unique financial and medical hurdles to build families. Without support, they’re more likely to churn or disengage. Offering benefits here isn’t just about doing the right thing; it’s about retaining high-value talent at a moment when they have big life choices to make. And for every employee who doesn’t use it? They see the offer. They see what kind of employer you are.
Keeping on the similar theme, another example is keeping Workplace Nursery Schemes. Childcare is the *1 reason working parents (especially mothers) scale back or leave the workforce. It’s not anecdotal. It’s backed by data across every sector. Workplace nursery salary sacrifice schemes reduce the cost of registered childcare by allowing payments from gross salary. This can mean thousands saved per year. And not from your HR budget, but via tax-efficient mechanisms. It’s one of the most financially meaningful benefits you can offer parents, yet uptake remains low in most organisations. Why? Because many employers don’t make the most of communicating it. Offering this benefit (and making it visible) removes one of the biggest logistical and emotional barriers to returning after parental leave. And it doesn’t just keep people in their jobs; it helps them re-engage faster, with fewer compromises and more long-term commitment.
Finally, another example are Income protection and Critical Illness benefits. When an employee becomes seriously ill or injured, it’s not just a health crisis, it’s a life interruption. Suddenly, work becomes impossible. And without structured support, income often disappears just when stability is needed most. Income protection fills that gap. It ensures an employee continues to receive a portion of their salary while they recover, allowing them to focus on getting better, not on whether they can pay their mortgage. And that continuity materially improves the odds of a full, confident return to work.
For Business Leaders and HR, this is where lower-utilisation benefits prove their worth. Income protection shortens recovery time, reduces presenteeism, and increases the likelihood that skilled, experienced employees don’t exit permanently. And when other team members see that their employer has their back, even in worst-case scenarios, it builds a level of trust that policies alone can’t buy.
All the above examples do not scale…and that’s the point!
Low-utilisation benefits aren’t supposed to serve everyone, every day. They’re designed to catch people in their most vulnerable, high-stakes moments. That trust is a lever for everything you care about retention, engagement, productivity, culture.
Business Leaders and HR often get told to “think creatively & strategically.” (This is the Bristol Creative’s Community, right?) Here’s the truth: empathy is strategic. Investing in benefits that show foresight, nuance and care is how you build a workforce that stays, grows and delivers. Because when your employees are most in need, they won’t care about your summer social. They’ll care about whether you were there when it counted.
And if you were? They won’t forget it.
Becoming a member of Bristol Creative Industries brings many benefits. We regularly add new opportunities so here is a guide to the latest benefits you can enjoy by signing up. This post is regularly updated.
Join Bristol Creative Industries from only £4.95 a month.
Showcase your best work and attract new clients with a company profile in the Bristol Creative Industries member directory. The directory receives lots of visits every month from people looking for services from creative businesses.
Got some business advice or news to share? As a Bristol Creative Industries member you can self-publish content on our website and it will automatically appear on your member profile. We upgrade great content to the newsfeed and homepage, while four posts by members are included in our monthly email newsletter.
To get an idea of the content topics that do well, here are the top 30 most popular posts by members in 2024.
Bristol Creative Industries member Jessica Morgan from Carnsight Communications discussed the benefits of posting content in this interview.
The Bristol Creative Industries jobs board attracts thousands of job hunters every month. As part of your membership, you can post unlimited free job adverts, saving you on average £3,500 per candidate.
Piers Tincknell, co-founder of Atomic Smash, is one of BCI’s longest serving members and he told us in a member profile interview how he regularly uses the jobs board to recruit new employees.
BCI’s monthly members’ lunches are a perfect opportunity for members to catch up with fellow members and the BCI team.
Everyone has a slot of up to three minutes to tell the others a little about who they are and what they do and share any news and/or challenges. You don’t need to fill the full three minutes. We usually find some common themes emerge to discuss over the course of the session. It’s all very informal with no need to stand up and present slides.
The events are free to attend for members, take place at The Square Club in Bristol and include a free buffet lunch.
Check the events section of details of the next lunches.
Our flagship keynote events and workshops feature world class speakers sharing their expertise. It’s a unique opportunity to access valuable insights for growing your business. Bristol Creative Industries members receive a ticket discount.
An example of a keynote event is the brilliant annual presentation on social media trends delivered by Drew Benvie, founder of global social media consultancy Battenhall, and Graham MacVoy telling the inspiring story of the Wake the Tiger immersive world of adventure in Bristol.
Our regular freelancer networking drinks are free with a free drink for members. Remaining events in 2025 take place at 5.30 – 8pm on 1 April, 10 June, 9 September and 11 November.
Keen an eye on the events section for the latest events. You can also sign up to the monthly BCI Bulletin to be notified of events.
Big thanks to everyone who joined us at @SquareClifton last night for the Bristol Creative Industries freelancer networking drinks ☀️ 🍷
Sign up to the BCI Bulletin to be notified of new events: https://t.co/5WgBWPoN1C#BristolCreativeIndustries #Bristol #freelancers pic.twitter.com/1BvT60KZFp
— Bristol Creative Industries (@Bristol_CI) June 21, 2023
Wake Up Call is a member exclusive live webinar that takes place every other Friday at 8.30-9am. The content is delivered by members for members.
Attending the free event gives you access to valuable insights from your fellow members and if you host a Wake Up Call, you can share your expertise and attract potential new clients.
See details for upcoming Wake Up Call events in our events section.
If you’re a BCI member and you’d liked to deliver a presentation on a topic of your choice during Wake Up Call, email Dan Martin.
Research shows that diverse teams are more creative problem solvers, bringing fresh perspectives to solutions, against the echo-chamber effect that results when people in a business come from too-similar backgrounds. With a strong focus on diversity and inclusion, employees feel valued and that they belong.
To help Bristol Creative Industries members achieve this, we have partnered with The Hobbs Consultancy to provide on demand equity, diversity and inclusion (ED&I) e-learning.
The CPD certified online course consists of modules to help you bring about positive change in your business, understand the key challenges in the way for different groups, and explore your own biases and how to overcome them.
The training modules take an in-depth look at different diversity and inclusion topics: race, disability, LGBTQ+, neurodiversity, gender (split into female leadership, masculinity, gender identity), age and social mobility in the workplace.
The price of the training for BCI members is £120+VAT. All profits will be ploughed back into our youth engagement activity.
To access this brilliant training opportunity, log into your Bristol Creative Industries account and click on the ‘members’ training’ section.
The regular BCI Walk & Talk networking sessions are for a group of BCI members who don their walking boots and explore the stunning countryside around Bristol and Bath.
It’s a great opportunity for members to make some new connections whilst getting some much needed fresh air!
The next outdoor networking event is on 13 June and you can register here.
We host regular roundtables for agency leaders to discuss strategic challenges. These events are vital for us to hear from the member community about the key issues you are facing and how we can help. A roundtable on funding led to us creating this popular and regularly updated guide to the latest finance on offer to creative businesses.
If you are interested in getting involved with future roundtables, email Alli Nicholas.
We regularly deliver other member benefits, such as free legal surgeries on 23 May and 27 June, and a free people strategy and HR surgery on 2 May.
To stay updated on the latest benefits, sign up to the monthly BCI Bulletin.
Reductions on co-working spaces, meeting rooms, hotel accommodation, a recruitment strategy review and a coffee subscription are just some of the many discounts and offers we’ve negotiated for members.
Join Bristol Creative Industries from only £4.95 a month.
If you have any questions about membership, email Alli Nicholas
AI is transforming employee benefits—enhancing engagement, streamlining admin, and driving smarter decisions. Let’s explore how AI-powered personalisation, automation, and predictive analytics are shaping the future of benefits in and around Bristol.
Better decision making. Enhancing employee engagement…AI is changing benefits, fast. From reshaping how companies design benefits to how admin manage them, this tech is like nothing we’ve seen before.
So, how exactly is technology shaping the future of employee benefits? Let’s delve deeper into some of the most significant trends and predictions.
1. AI-driven personalisation
One-size-fits-all benefits packages are quickly becoming a thing of the past. Employees today expect benefits tailored to their unique needs and lifestyles. AI is making this a reality by analysing vast amounts of data—demographics, preferences, claims history, and even engagement patterns—to recommend the most relevant benefits for each individual.
For example, AI-powered benefits platforms may soon be able to suggest healthcare plans based on an employee’s past usage or recommend well-being programmes tailored to their stress levels or fitness goals. This kind of personalisation could help companies deliver benefits that really make a difference for their workforce, ultimately leading to greater satisfaction and retention.
2. Streamlining benefits administration with automation
AI and automation tools are changing the game by handling repetitive administrative tasks such as enrolment processing, compliance checks, and payroll integrations.
By automating these functions, Business Leaders and HR teams can free up valuable time to focus on strategic initiatives, such as improving employee engagement and workforce planning. Moreover, automation minimises errors, ensuring that benefits data remains accurate and up-to-date.
3. Improving employee experience with chatbots and virtual assistants
People Leaders frequently receive queries from employees about their benefits—ranging from eligibility and coverage details to claims procedures. AI-powered chatbots and virtual assistants can provide instant, 24/7 support to employees, answering common questions and guiding them through benefit selections.
This reduces the burden on Business Leaders and HR teams while ensuring that employees get the information they need when they need it. Plus, chatbots can proactively remind employees about key deadlines, such as tax periods or required documentation submissions, helping to improve overall engagement with benefits.
4. Leveraging predictive analytics for smarter decision-making
AI is already improving how benefits are administered, but what if it could also help companies make strategic benefits decisions? Predictive analytics tools will soon be able to analyse trends and employee behaviour to help HR teams anticipate future needs.
For example, AI could forecast which benefits are likely to see higher utilisation based on historical data, enabling companies to adjust their offerings accordingly. This would help Business Leaders and HR teams make data-driven decisions that align benefits with workforce needs, budget constraints, and overall company objectives.
5. Ensuring fairness and transparency in benefits access
AI-driven benefits platforms can also help eliminate bias in benefits administration. By analysing data objectively, AI can identify gaps in benefits utilisation among different employee groups and highlight areas where adjustments may be needed to ensure inclusivity and fairness.
For example, AI might reveal that certain demographics within a company are underutilising mental health resources due to a lack of awareness. Business Leaders can then take targeted steps to address these gaps, ensuring that benefits are truly accessible to all employees.
So…
What’s the take-away? Balancing innovation with a human touch
While AI offers incredible potential in the employee benefits space, it’s essential to balance automation with human oversight. The goal should be to enhance Business Leaders and HR’s ability to provide meaningful, personalised benefits—without removing the human element that makes employee support truly effective.
By embracing AI, companies here is the South West can not only improve efficiency but also create benefits experiences that employees love. The future of employee benefits is here, and it’s smarter, more personalised, and more impactful than ever before.
To learn more about what emerging technologies are bringing to benefits get in touch.
You want your employees to take their PTO, but how can you encourage them to make the most of it? After spending time within the WECA led Good Employment Charter and fellow member Rich Roberts from Enrich it struck me that it can be boiled down to 4 areas of focus.
Taking paid time off (PTO) can sometimes feel more like a guilty pleasure than a necessary break. Latest research has now indicated that nearly 60% of the UK workforce takes less time off than their holiday allotment allows. Many employees hesitate to take their PTO, fearing they’ll fall behind or be seen as less dedicated. But not taking time off can lead to burnout, decreased productivity, and overall dissatisfaction.
Encouraging employees to use their PTO is essential for their well-being and the company’s success. Here are four effective strategies to ensure employees feel empowered to take their well-deserved time off.
The foundation of encouraging PTO starts with company culture just ask fellow member Rich Roberts. It’s one thing to offer time off, but it’s another to cultivate an environment where rest is genuinely valued. Leadership plays a crucial role here. When managers and business leaders visibly take their own PTO and fully disconnect from work, it sets a powerful example. Employees need to see that taking time off is not only acceptable but encouraged.
Normalise conversations about PTO in team meetings and one-on-ones. Ask employees about their plans for using their time off and encourage them to schedule it in advance. Make it clear that taking breaks is a sign of a healthy work-life balance, which in turn leads to better productivity and creativity. When rest is embedded in the company culture, employees feel more comfortable taking their time off without fear of judgement.
One of the most direct ways to encourage employees to use their PTO is by implementing a “use-it-or-lose-it” policy. This policy motivates employees to take their time off within the year or risk forfeiting it. The idea of losing something they’ve earned is often enough to prompt employees to plan their holidays.
However, it’s important to support this policy with regular reminders and adequate time to use the PTO. Quarterly reminders of remaining PTO balances and upcoming deadlines can help keep it top of mind. This approach not only boosts PTO usage but also ties directly into the company’s broader commitment to employee well-being.
For instance, linking this policy to other wellness initiatives—like mental health days reinforces the idea that taking time off is crucial for overall health. This integration helps employees see PTO not as a luxury but as essential.
One of the biggest barriers to using PTO is guilt. Employees often worry that taking time off will burden their colleagues or be seen as a lack of commitment. To counter this, companies need to actively work to remove the stigma associated with PTO.
Start by clearly communicating that the company values and expects employees to use their time off. Establish clear protocols for handling workloads when someone is on holiday, such as assigning a backup or redistributing tasks. This reassures employees that their responsibilities will be managed in their absence, reducing the anxiety of taking time off.
Additionally, celebrate PTO usage. Create a culture where taking time off is recognised and even celebrated. Some companies I have seen encourage employees to share their holiday experiences, fostering a sense of community and normalising the use of PTO. When taking time off is viewed positively, employees are more likely to take advantage of their PTO without feeling guilty.
To truly highlight the value of PTO, integrate it into your broader wellbeing strategy. When PTO is positioned as a key element of overall employee health, it shifts from being just another policy to a vital part of your company’s approach to health and wellbeing.
Start by linking PTO with other wellness initiatives, like mental health programs, stress management resources, and flexible work options. Align PTO with wellness days, offer incentives for taking time off, and provide health and wellbeing employee benefits. This integration helps employees see how taking time off directly supports their mental, emotional, and physical well-being.
Take time to run employee benefits presentations clearly showing how PTO fits within your broader benefits package highlighting how regular time off can enhance day to day life. When employees see that their time off is a crucial part of staying healthy, they’re more likely to use it without hesitation.
So an employee “benefit” might not be an obvious paid piece of the jigsaw such as a pension, it could be as simple as encouraging employees to take their paid time off and creating a supportive culture that values rest and balance. By fostering an environment where PTO is encouraged, implementing smart policies, removing guilt, and integrating PTO into the broader benefits strategy, companies can ensure their employees feel empowered to take the breaks they need. The payoff is significant: a more engaged, productive, and satisfied workforce that drives the company forward. When employees are rested and recharged, everyone wins.
Feel free to speak to me further if this resonates with you.
Being part of the Bristol Creatives community let’s explore how Business Leaders and HR can build a future-proof benefits strategy to stand out in the crowd.
In 2025, Business Leaders and HR Teams face a perfect storm of rising costs, shifting employee expectations, and global complexities. More than ever, benefits are a critical lever for your company’s success. Looking through the latest research alongside my day-to-day experiences I am witnessing some of the key trends that are reshaping the benefits landscape. It’s these insights that can help build a benefits package that really sticks the landing in 2025.
Trend 1: Low Employee Engagement
Despite many companies identifying employee engagement as their top priority in 2024, only a handful truly offered full flexibility in their benefits packages along with disjointed platforms further exacerbating this issue. Employees still struggle to find what they really need, reducing the perceived value of their benefits.
Companies can boost engagement by implementing flexibly of benefits and improving communication. Flexible allowances empower employees to spend on the benefits that matter most to them, while regular touchpoints ensure that they know what benefits are available to them.
But there’s another challenge. Most organisations don’t even have the data they need to make improvements. Without clear metrics, Business Leaders and HR teams are left guessing at what’s working and what’s not, making it harder to optimise benefits for engagement and retention.
If large enough (if you know…you’ll know!), employers should consider implementing a centralised benefits platform to simplify access and improve communication. Companies should also track key engagement metrics like utilisation rates and employee satisfaction to ensure their benefits are making an impact.
Trend 2: Reprioritising Foundational “Core” Benefits
In 2024, organisations reallocated their budgets to prioritise foundational (or Core) benefits such as medical and life insurance. This shift was largely driven by soaring healthcare costs and NHS waiting lists.
But focusing solely on reactive interventions without addressing preventative measures risks perpetuating the cycle of rising costs and declining health outcomes.
Companies should hold off on completely cutting wellbeing spend and instead pair foundational benefits with preventative wellness initiatives. Low-cost strategies like workplace wellness programs, ergonomic assessments, and access to digital wellbeing tools can reduce long-term healthcare expenses while boosting employee satisfaction. Just ask fellow member Nairn Robertson of Active Teams fame!
With employer healthcare costs reportedly increasing by up to 150% in some regions, benefits leaders are under growing pressure to rethink their approach. More organisations are shifting toward hybrid models that combine traditional insurance with preventative care, such as epigenetic testing, mental health support, and lifestyle coaching. Taking a proactive stance on employee health isn’t just a nice-to-have—it’s a necessity.
Trend 3: The ESG Opportunity
Despite dominating much of the conversation in previous years, Environmental, Social, and Governance (ESG) considerations remain underrepresented in benefits strategies. While initiatives like electric vehicle schemes are gaining traction, the broader social aspects of ESG—such as inclusivity and equity—are often overlooked.
But the winds are due to change. Generation Z highly value sustainability and inclusivity. Organisations that fail to align their benefits with these principles risk losing talent to competitors who demonstrate stronger commitments. Flexible bank holidays, DEI-focused initiatives, and sustainable benefits can enhance your employer brand and meet the expectations of a values-driven workforce.
Companies that integrate social responsibility into their benefits—whether through inclusive healthcare policies, sustainable investment options, or support for underrepresented groups—will gain a significant competitive edge. Employers should go beyond surface-level ESG efforts and embed these principles into their benefits programs.
So, what is the future of benefits? It’s clear…evolve and adapt or risk falling from behind. The data is clear: Business Leaders and HR who take a proactive, data-driven approach will lead the way in 2025. Flexibility, innovative tech, and ESG-aligned benefits aren’t just trends—they’re the new standard for a competitive, future-proof benefits strategy. Companies that embrace this shift will build stronger, more engaged workforces, while those that stick to outdated benefits risk losing top talent. The good news? With the right tools and insights, you can take control of your benefits strategy and turn it into a true driver of success.
If you wish to explore these themes further, then drop me a line!
As we settle into 2025, the ongoing cost of living crisis and economic volatility continue to strain both employees and employers, with many employees facing heightened financial insecurity.
So how can you optimise your benefits budget without cutting value? The first step is to discover how to reallocate wasted spend, secure better pricing, and leverage tax-efficient benefits to maximise impact.
Managing employee benefits, cost control is always on the agenda. But savings don’t have to come at the expense of employee experience. With a smart approach to benefits design, companies can reallocate wasted spend to more impactful benefits – or a better benefits platform to help you manage it all. This makes the most of your existing budget while boosting value for employees.
This practice is sometimes referred to as “cost-neutral benefits,” but the reality is more nuanced. While some companies can identify and redistribute significant savings, others may already be optimising their spend. Either way, a strategic review of benefits is always worth the effort.
Here are three key ways employers can find opportunities to optimise their benefits budget:
A common mistake? Investing in benefits that employees don’t value. Recent key research tells us that there is low appreciation levels from employees for their benefits.
The cause is likely to be benefits that don’t align with employee needs.
For example, a Bristol Creatives startup made up of mostly employees in their twenties might be overfunding its life insurance policy, as employees in this age group are less likely to engage with life insurance. By scaling back the coverage from 10x to 2x cover, they could free up a big chunk of their spend—money that could be reinvested in wider range of more relevant benefits, or a platform that helps manage the administrative burden of benefits.
So how can Business Leaders identify these opportunities?
But before you go cutting less utilised benefits, remember: there are some benefits that few employees might use, but that are highly valuable and even life changing to them when they do, such as reproductive assistance or critical illness cover. It’s important to balance these factors when assessing your benefits. Speaking to a benefits design expert will be your best bet to strike that balance.
Cost savings aren’t just about what you offer, but also how you fund it. Many companies lose money by not negotiating the best rates with insurers or missing out on more efficient financial structures.Here are some key ways to make the most of funding:
By optimising financial structures, companies can often unlock significant savings without compromising on benefits quality.
3. Leverage tax-efficient benefits
Another overlooked opportunity is tax-efficient benefits, particularly salary sacrifice schemes. These allow employees to exchange part of their salary for benefits, reducing both employer and employee tax contributions.For employers, this means that you’re able to offer amazing benefits like electric vehicle leasing schemes and even grocery schemes…at no cost to you!
In the UK, salary sacrifice arrangements can create savings on:
For employers not already leveraging these benefits, the savings can be substantial, especially on National Insurance contributions. Yet many organisations fail to fully utilise these tax advantages, leaving money on the table.
Maximise your benefits budget with expert support
Not every company will uncover huge savings—but almost all can optimise their approach. By identifying low-value spend, negotiating better financial models, and leveraging tax-efficient benefits, Business leaders and HR provide a significantly improved offering without increasing their spend.
Want to find out where your organisation can unlock savings? Book a free benefits audit consultation with me –same budget, bigger results.
Chemistry, trust and authenticity are key ingredients in agencies winning new clients.
That’s the finding of jfdi and Opinium‘s annual New Business Barometer, a comprehensive survey of agency business development professionals, across disciplines including creative, digital, experiential, content and social.
The report, of which Bristol Creative Industries is a partner, found that generating strong chemistry with the client is the most important factor in converting prospects. It was cited by 74% of respondents, up 5% on last year’s report.
The study said:
“Chasing an increased number of opportunities coupled with hybrid working practice and pitch team stretch is making agency chemistry harder to sustain.”
Trust also plays a key role with connections and referrals the most popular prospecting strategies, highlighted by 86% and 74% of respondents.
jfdi said:
“Trust and authenticity has become a superpower in an anxious world fuelled by misinformation and uncertainty.”
When asked about the key internal challenges, time was the most popular highlighted factor, The report said time saving AI tools are one solution, with “speed of adoption over the next 12 months” potentially leading to “a significant competitive advantage for your agency”.
Five and a half months is the average lifecycle of a new business project from initial contact from pitch to client billing, the study said, and the “ghost pitch” continues to rise with 45% stating budget withdrawal as the reason for pitch loss, a 2% increase on last year.
“Agencies can safeguard their interests by activating tighter qualification of budget ‘status’ within client organisations: is it real, speculative or ‘tbc’?,” the report advised.
Additional findings from the report:
Jon Goulding, CEO at Atomic, said:
“The industry has never been more dynamic than it is today. With so many brands reviewing agency relationships and looking for such a diverse mix of specialisms, your new business strategy and approach is arguably the most important ingredient for modern agency success.
“Over nearly eight years, the New Business Barometer has become the go-to insight resource for the new business community. It always offers a fascinating snapshot into the new business community and this year is no different. While automation and AI may be improving the efficiency of new business processes, the continued importance of trust, personal connections, and chemistry really stands out.”
For a full summary of the report, email [email protected]
Event in Bristol on 13 March: How to retain your clients
Don’t lose sight of your new business pipeline
10 top tips for getting the pitch over the line
How Bristol Creative Industries members are using AI
What we’ve learned about AI in agencies: Insights from 30 creative leaders
How to prospect for new business without losing your soul
How creative businesses can write the perfect positioning statement
Join MotherBoard in partnership with Bristol based law firm Burges Salmon for an exclusive event designed to support early-stage female-founded start-ups. This session will provide invaluable insights from industry experts on key areas that can help your business thrive, avoid common pitfalls, and set a strong foundation for growth.
What to Expect
This event will feature expert-led interactive breakout sessions. Topics include:
✅ Employment & Incentives – Building the right team and structuring incentives for success.
✅ IP & Brand – Protecting your ideas and strengthening your brand.
✅ Fundraising – What you need to know for raising investment.
✅ Culture & Growth – Scaling your business while building an authentic culture.
✅ Tech & Data – building your tech stack, contracting with software providers and navigating the data protection legislation.
After the breakout sessions, enjoy networking over drinks and nibbles, where you’ll have the opportunity to connect with other female founders at a similar stage and quiz the Burges Salmon team on any legal questions. This is a chance to share experiences, gain new perspectives, and build your support network in a welcoming and collaborative space.
Who the event is for
Female founders at idea, pre-seed or seed stage.
The details
📍 Location: Burges Salmon, One Glass Wharf, Bristol, BS2 0ZX
📅 Date & Time: 11th March 5-7pm
🎟️ RSVP via the meetup link
Spaces are limited, secure your spot today!
Any personal data collected before or during the event will be shared between the joint hosts, MotherBoard and Burges Salmon LLP, for the purposes of pre- and post-event administration and communications with you. Each organisations’ privacy policies may be viewed here: MotherBoard and Burges Salmon.Manage Cookies
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