Every year I teach a group of graduate human resource students about employee benefits. I begin the first class by asking my students for examples of what they consider to be a “benefit” for employees. I never provide them a definition which allows them to rely on their own experience and background. My students are all adults, having worked for years in many different sectors and sizes of companies. They come from large established corporations, small tech start-ups, and non-profits so, of course, there are varied opinions.
We begin by noting the “benefits” on a wall-size white board. Within a short period of time, the entire board is covered with examples. They range from the more traditional benefits such as medical and life insurance to offerings that we generally think of as perks. Perks such as flexible work weeks, free food, fitness trainers, computer discounts, movie tickets, child care and the list goes on and on. As we continue our discussion, it becomes clear that the differentiating line between benefits and perks has begun to blur. Essentially the board, full of examples, all represent “benefits” that employees would appreciate. The 40 year old married, mother of 3, is thrilled with true flexible time where she can easily leave work mid-day to be with her children. The 25 year old, single guy is excited about the Blue Apron discount so he can improve his cooking skills and eat healthy.
Perks bring ease to our employees’ lives. And ease means, less stressed, healthier, happier, and certainly, more productive employees.Isn’t that the goal of our wellness strategy?Here’s what I found to be the 3 primary usages of perks in organizations that are known as Great Places To Work:
Alignment – The perks are aligned with the population. I’ve found that generally perks become an afterthought in an organization. They have been around for years and often do not align with the existing employee base. Alignment is key in making perks meaningful. Perks such as longer paternity leaves and support for child care will gain a lot of fans within an organization with young parents.
Organization – Generally perks are “all over the place.” They are managed by various groups and frankly, who even knows if most of them still apply. Meaningful perks are managed just like any other program. This allows an organization the ability to keep them fresh, valuable, and take advantage of available upgrades. A valuable by-product is that the perks are better communicated to the employees.
Reporting – I would bet that many of us have perks available and we are completely unsure how often or if the perk is being used. As an example, do we know how many people have taken advantage of that PC discount? Offering perks that allow for reporting and trackingare key. Tracking is a necessary step to ensure that your perks are what your employees care about.
As I’ve worked with organizations and surveyed employees in the design of their wellness strategies, I find that often the things employees remember most are the perks. It’s the “thing” that their employer provided that brought ease and happiness into their lives, often costing the employer very little. So reconsider your perks. They can be meaningful to the success of your organization and a great support to the infrastructure of any wellness program.