Corporate perks can be seen in so many weird and wonderful ways – and it’s in no way about to slow down. Perks can be in the form of classic medical and dental cover to innovative standing desks and onsite workout programs to paid leave for travel and activity days.
But with so many different options available, what can you do as an employer to implement corporate perks to increase productivity and happiness in the workplace, rather than diminish the pair? We’ve created a selection of do’s and don’ts with a couple of ideas along the way to help you get an idea of how to implement corporate perks effectively:
Employers should have some form of benefit, perk or scheme in place – even if it’s obvious that they’re trying to get staff on their side. Employees will usually appreciate these efforts – no matter how small – and will tend to put in a little more effort in their work.
Leave it too long before implementing perks and you might be waving goodbye to valuable members of the workforce in favor of perks at a different company. Some ideas of implementable perks include:
- Activity breaks
- On site exercise programs
- On site events/celebrations
- Standing desks
- Sleeping pods
- Mondays or Fridays off work
- Vacation benefits
A plan should be able to include ALL employees, that way people don’t feel excluded. If Helen in accounts hates exercise, then programs aren’t going to benefit her – but vacation days might. If Gary in HR loves exercise but hates standing at work – you see where this is going – make sure to try and include everyone in the plan, making multiple perks to suit.
The good news about introducing corporate perks is that it can rarely go wrong – but it’s not unheard of. You want a happier workforce, but make sure you don’t completely lose them to activities. If you put a ping pong table in the conference room, chances are there’s going to be a couple of people who spend all 8 hours of their work day in there – be sensible with it and know if you’re in the type of place that can be sensible with activities.
Don’t force one thing or another down employee’s throats. The last thing you want to do is force Barbra to attend the bake sale when she’s got her son’s football match to attend. Make sure that perks are flexible solutions that can be customized for individuals – so they can get the maximum benefit. We as people usually know exactly what we like and someone telling us to do something that we’d rather not is definitely not one of them.
Corporate perks are increasingly important. As much as we want a happier, more productive and coherent workforce – we also want to ensure that employees are still focused on their work. Make sure not to force any perks or activities on staff and attempt to include multiple perk options available to the whole workforce – what might be great for one employee might be living hell for another – and vice versa.
Depending on the size and scale of the company, it may be an idea to ask what perks would be preferred to implement them into the workplace. That way you’ll get a crowd-fed response and you’ll know that employees should be happy with their decision.
Good luck and happy perking!