What Happens When You Use Perks as a Reward?

A team of diverse workmates eating pizza at a meeting

A comprehensive benefits package through strategic perks can significantly enhance employee satisfaction and loyalty. While salaries are fundamental, the value of well-thought-out perks must be balanced, especially in challenging times when salary increments may not be feasible. This guide aims to provide you with actionable insights on leveraging company perks to reward your employees effectively.

Understanding the Role of Perks

While not part of formal reward strategies like bonus schemes, perks and employee benefits play a crucial role in demonstrating your company’s support and appreciation for its staff. Unlike legally binding incentives, perks offer a more genuine reflection of your company’s culture and regard for employee welfare. Examples of popular perks include:

  • Free or subsidised gym memberships
  • Monthly team meals
  • Complimentary travel or parking
  • Use of a company car
  • On-site massages

It’s important to note that perks, due to their informal nature, can be adapted or withdrawn based on the company’s situation, offering flexibility to both the employer and the employees. It’s also important to note that perks won’t attract and keep staff if the salary is uncompetitive. Consider benchmarking your salary for new and existing roles. 

The Strategic Value of Perks

Perks are a powerful tool for enhancing employee satisfaction and retention. They can be tailored to meet the diverse needs of your workforce, from company-wide benefits like early Friday closures to individualised support such as childcare assistance. The key lies in negotiation and flexibility, ensuring that perks align with both the company’s objectives and the individual’s needs. However, it’s crucial to maintain a balance. Overemphasising perks for specific individuals without clear rationale can lead to dissatisfaction and diminish the perceived value of these benefits among the broader team.

Cultural Sensitivity and Perk Management

When designing your perks program, consider your employees’ cultural and individual preferences. Not all perks will be universally appreciated, so offering alternatives is wise. This approach not only respects diverse needs but also reinforces your organisation’s inclusive culture. For example, offering childcare costs only benefits parents, and bottles of wine or company nights out clubbing may not be suitable for everyone due to health, religion or preference. 

Maintaining Control Over Perks

Despite their benefits, the informal nature of perks requires careful management to prevent them from becoming counterproductive. Consistency, logic, and fairness are essential to ensure that perks support your company’s goals and maintain employee morale.

Beyond Monetary Compensation

Remember, remuneration extends beyond just salary. Flexible working arrangements, additional leave, and professional development opportunities are non-monetary perks that can significantly impact employee satisfaction and engagement. These benefits create win-win situations, enhancing staff loyalty while potentially reducing overall compensation costs. But Pizza isn’t pay. Perks that are seen as underwhelming will not make up for uncompetitive or stagnant salaries. 

Effective Communication is Key

Communicating available perks is crucial, both during the recruitment process and throughout an employee’s tenure. Transparency about what is on offer can help set realistic expectations and foster a culture of openness and negotiation.

Putting it into Practice

In conclusion, effectively utilising company perks can improve employee satisfaction and retention. By understanding the strategic value of perks, maintaining flexibility, and communicating effectively, you can create a rewarding work environment that benefits your employees and your organisation. We encourage you to review your current perks program and consider how it can be enhanced to meet the evolving needs of your workforce. Remember, a well-designed perks strategy is not just about the benefits but about building a culture that values and appreciates employees.

Take action today:

  1. Evaluate your perks.
  2. Consider your team’s diverse needs.
  3. Implement a balanced, flexible approach to employee rewards.

Your efforts will boost morale and reinforce your company’s commitment to its most valuable asset—its people.

Ready to discuss your next hiring campaign with an expert? Call us on 0800 781 4377

Frequently Asked Questions 

How can I measure the impact of perks on employee satisfaction and productivity?

To gauge the effectiveness of your perks program, consider conducting regular employee surveys that specifically ask about the use and appreciation of perks. Additionally, monitoring key performance indicators (KPIs) before and after implementing or changing perks can provide insights into productivity changes. Employee retention rates can also serve as a valuable metric, as increased satisfaction often leads to lower turnover.

How can we personalise perks without creating perceptions of unfairness?

Offering a menu of benefits from which employees can choose can personalise perks, ensuring there’s something for everyone. This approach allows employees to select perks that best meet their individual needs and lifestyles, reducing perceptions of favouritism. Regularly reviewing and updating available options can also help maintain fairness and relevance.

As a small business, how can I compete with larger corporations in offering attractive perks?

Small businesses can focus on creating a strong company culture and offering perks that are cost-effective yet highly valued by employees, such as flexible working hours, the opportunity for professional development, or a pet-friendly office. Personal touches, like recognising employee milestones or offering time off for community service, can also make a significant impact.

How can we ensure our perks program is adaptable and sustainable during economic downturns?

Building flexibility into your perks program from the outset allows for adjustments according to the company’s financial health. Transparent communication about the company’s situation and the potential impact on perks can help manage expectations. Consider perks with low financial costs but high perceived value, such as flexible work arrangements or additional recognition.

How can I effectively communicate the value of non-monetary perks to potential hires?

Highlighting non-monetary perks in job postings, interviews, and your company website can help communicate their value. Share testimonials or case studies from current employees about how these perks have positively impacted their work-life balance or job satisfaction. Emphasise your company’s holistic approach towards employee well-being and career development, showcasing that compensation extends beyond the paycheck.