Employee benefits are so-called non-wage benefits. In addition to salary, the employee gets some kind of bonus from the employer through funded training or, for example, cards for sports activities.
Why are those benefits important? As experts argue, they motivate employees and thus make it harder for people employed by a company to leave it. Any additional action by the employer that makes the employee know that the company cares about them is a hit, and what’s more – it pays off in the long run.
The labour market has changed dynamically over the past few years. Currently, the demand for specialists and skilled workers is so high that companies even compete with each other in the extras they offer. Take a look at Google; for example – baristas, massages, and chefs are just a fraction of what they offer.
But what if you don’t have the budget of a large corporation but still want to take care of your employees and attract the best? Here’s a guide to interesting, non-obvious benefits.
Payment date and frequency tailored to the employee’s needs
Getting paid on the day you choose? This element can make a big difference for employees who, for example, are paying off a loan. It can be a decisive factor in choosing the company. For office workers, being paid once a month is the standard, but there are professional groups that will appreciate more frequent pay runs, as this model makes it easier for them to manage their budgets and feel comfortable.
Health-related benefits for employees
What has always come first, and that has remained constant for a large number of people over the years, is the need for a work-life balance. Stressful lifestyles, overstimulation, worldwide disasters, working from home… All this makes it more difficult for employees to have a healthy work-life balance these days. When these areas mix like in a pot, it’s easier to experience burnout, increased stress both at home and at work simultaneously, as well as lower efficiency and impending career burnout.
In the current reality, employees will value benefits that will provide care not only for them, but also for their family members, and will be a real life support also outside of the workplace. The psychological assistance, but also the possibility of a company concierge, or even a house cleaning service as part of a perks program – these are just examples of how to support an employee in their daily duties. In short: it’s all about taking care of the overall well-being of the person employed.
Other easy-to-implement ideas in this area:
- Private medical care
- Life insurance
- Preventive health examinations at the employer’s expense
- Co-financing of eyeglasses
- Subsidized passes to a swimming pool or gym
- Purchase an exercise ladder and mats, anti-stress balls for the office
- Yoga in the office once a week
Employee benefits that enhance the expertise of your team
Providing employees with development opportunities is a win-win situation. Not only will your employees get better in their area of expertise and more motivated to work, but you will also profit from it – your team will gain new skills more rapidly and orders will be completed better and faster.
What can such assistance look like?
- Company library
- Subscription to industry magazines delivered to the office
- Subscription to a platform with online courses for a certain amount for each employee
- Professional trainings and courses, conferences
- Refund of costs related to renewal of licenses
- Promotion opportunities – defined and precisely described promotion paths and criteria
- A day’s work in another department
When remote work and flexible schedules are not an option…
Not every structure and type of work allows for the introduction of trendy and desired flexible working hours or remote working. However, 49% of workers are anxious to return to the office due to the associated costs of the commute or food. So you need to approach the subject with creativity and try to find solutions that take care of the needs affecting employees who value these benefits and offer them an alternative. For example:
- Attractive office space (interesting place, garden, hammock area – sky is not the limit)
- An opportunity to work in a branch of the company in another city / abroad for a week / 2 weeks a year
- An opportunity to bring your child to work in case of an emergency situation
- Shorter working hours, e.g. 7-hour work day on Fridays throughout the summer
Ask, listen and talk – approach benefits with an open mind
And finally, the main thing: above all, try to be flexible when approaching the issue of benefits. New employees are joining the company all the time, people’s needs change with their age and work experience, and we all face emergencies. The most important thing is not to set blind targets but to respond to people’s real needs.
Talk to employees, observe and anticipate what they want. After all, benefits are supposed to bring them a genuine benefit, and only then will they serve their purpose.
Remember, too, that benefits are never a replacement for a decent salary and will only motivate those who are already being paid adequately for their work.