How Lane Clark & Peacock gave their people something they’d actually engage with – and ended up with an HR team competing over Reward Beans
- A team approaching a 1200 headcount
- Professional services – pensions, investment & insurance
- Challenge: Low engagement with previous portal despite rebrand attempt
- Outcomes: Engagement, colleague satisfaction, seamless switch
The organisation
Lane Clark & Peacock (LCP) is a professional services firm, with expertise across pensions, and financial services. Becky Whittle and Becky Day are both members of the LCP HR team. The HR team carries full responsibility for the reward and benefits.
The challenge
LCP’s previous discount portal was in place for a long period of time but was only used by a small percentage of the team. A system that “ticks over” in the background without generating any meaningful engagement is a cost, not an asset.
Despite the previous provider having a rebrand, which pushed the platform to the front of employees’ minds, engagement remained low. A shiny new look could not improve unreliable customer service and poor comms; in fact, it was damaging employee experience.
“We wanted to have a more seamless process moving forward,” Becky says. The goal was not to transform the core elements of LCP’s benefits strategy, but offer something practical, intuitive and with support they could rely on.
“Our previous discount provider had become stale. It was one of those systems that had always been there, and people either used it or they didn’t. Despite a rebrand, it didn’t create much traction – and it wasn’t helped by some poor customer service.”
Becky Whittle, HR Manager, LCP
Why My Group
Price was an important factor during the review process. It was clear from the outset that the team did not want to lose the high street discounts her people were already familiar with, whilst maintaining a competitive price point of the system. My Group was able to deliver on both.
Alongside the cost, the additional features such as the monthly lottery, local deals and Reward Beans system all stood out as features that would add something new for LCP’s people, so that they could build upon their benefits strategy.
“The customer service that was demonstrated during the various demos and follow-up questions helped secure the deal and make us feel comfortable that we’d be supported”, explains Becky.
The challenge was that it wouldn’t just be felt at a structural level, but also how the employees would perceive the changes, especially as the Panesar workforce is close-knit. They are factory-based and largely unfamiliar with digital benefits platform and many employees did not have regular computer access. Getting this right – both the communication and the product itself was critical.
Implementation and rollout
The rollout was shaped around LCP’s needs. My Staff Shop provided a range of videos, Q&A content and how to guides, to help the team promote the portal via their own systems at a pace that worked to their schedules.
“The videos were really helpful. They taught people how to use the service and how the Reward Beans worked. It brought the portal to life.”
The sign-up process, once the system was live, also gave the team a worry-free experience. “Employees don’t have to put lots of information in before they even get into the portal. That’s a benefit in itself.” For a busy professional services workforce, that kind of friction-free access matters, and encourages people to activate and explore their new, streamlined service.
Employee feedback and engagement
The majority of LCP’s people have engaged well with the portal since launch. Reward Beans have proved popular partly because they are a unique resource compared to other, similar services and due to the flexibility, they offer. The ability to withdraw to a bank account or spend directly on My Group was a huge draw for those who want to experience tangible financial benefits. Reward Beans have created the most organic, self-sustaining engagement and Becky notes that colleagues have been sharing tips on how to use the portal most effectively.
“Within the HR team there’s a bit of competition. We’ve been competing against each other to get our Reward Beans up, or if we’ve gone out for a staff meal, everyone wants to try to pay for it to get the points”.
Becky Whittle, HR advisor, LCP
The ‘gamification’ of Reward Beans has undeniably boosted portal engagement. People want to be involved in the scheme and seeing other team members use it successfully is helping to build momentum across the business.
My Group within LCP’s wider people strategy
Although the high street discounts were available in a previous form, the added value My Group has provided in its extra features give people new reasons to visit the portal each day, and this has driven engagement in ways the previous provider’s core offer simply could not match.
In addition, the Employee Assistance Programme, wellbeing support and Virtual GP Service that sit within the portal gives LCP a natural route to deepen its benefits offerings over time, without having to go back to market or manage another transition.
“If a company is looking for a one-stop shop of wellbeing, discounts and further benefits, it would definitely be worth booking in a demo,” adds Becky.
“The customer service has been a real positive for us throughout. The Reward Beans have been something different that our people have genuinely engaged with. Knowing that there’s more available if and when we need it – that matters too. Overall, it’s just highlighted what a benefit like this can do to support your staff.”
Becky Day, HR Manager, LCP
“What LCP demonstrates is something we see regularly but that is worth saying plainly: when a benefits portal stops generating genuine engagement, changing the logo is not the answer. LCP came to us clear about what they needed – the right discounts, a better price, and support they could rely on – and the fact that their own HR team ended up competing over Reward Beans by the end of a staff meal tells you more about what real engagement looks like than any usage statistic. What we also appreciate about the LCP relationship is the honesty. Becky mentioned that one or two discount percentages are fractionally lower than their previous provider. She’s right, and that kind of candid feedback is what helps us keep improving. But the portal as a whole is doing more for their people than what they had before – and that’s what matters.”
Jamie Keeling, Group Sales Director, My Group
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Last Updated: 29th October 2026
Jamie is passionate about helping people get more from their employee benefits, making a positive difference to their lives while delivering meaningful results for My Group’s clients.
Published: 26th Oct 2026