The judges of the 2015 Very Important Benefits awards let us know what made a winning entry for them


After their phenomenally successful launch earlier this year, Reward’s Very Important Benefits (VIB) awards will be back for 2016. We asked some of our 2015 judges what made a winning entry for them.

“What makes a winning entry for me is flair and panache. I'm looking for some imagination and thinking outside the box, together with a clear indication of why the programme or solution particularly works for an organisation and its staff. Lastly, since we are often dealing with some complex arrangements that need to be well-communicated to staff, I want to be able to understand from the entry alone (and not the supporting materials) exactly what we are looking at!” Katharine Moxham, spokesperson, Group Risk Development (GRiD)

“For me a winning entry was one that demonstrated innovation and value and also provided proof that this had resulted in behavioural change and increased engagement.” Dave Middleton, CEO, Portus Consulting

“I really wanted to see entries that demonstrated creativity, innovation and the ability to measure impact when reviewing submissions.” Chris Whitaker, head of HR operations, KCOM Group

“In terms of what I am looking for in entries, they must always have the basics such as alignment with business strategy and culture while either providing a new approach to a traditional offering or showing a fundamental shift in the offering from a poor starting point - essentially its work that is leading edge in the market or is fixing a particularly difficult internal issue.” Steve Gambles, head of reward & performance at Royal London

“For me what made a winning entry was an innovation or service that showed clearly how it really made a difference to customers.” Melinda Riley, head of policy, technical and advocacy, TPAS

“The winning entries combined great insight and analysis about the needs of employees, with creativity and practical application in the workplace. You could see the genuine focus those organisations had on engaging employees.” Scott McKenzie, director, Change and Employee Engagement, Lansons