You can customize your Hoppier cards with your brand logo and colors to tie all your employee perks together. Then your team members can use their Hoppier digital credit card to order furniture, technology, and other essentials like a colorful planner or a new coffee maker to create an inspiring home office space — no matter where they are in the world. Help your team members set up a productive and comfortable home office space with Hoppier.
Increasingly, the expectation — especially from Millennial workers — is that you should be able to be your true self at work. Part of this new attitude is the idea that the office should be an enjoyable place to be. Why do they matter? Because when you spend the majority of your time in your office, it would be nice if that office was, you know… a place you actually want to be. Easily bring more joy into your office environment with team-building games and events from Go Game.
With Go Game, all you need is the desire to have a team-building event. Another simple and easy perk to provide is food. Employees will appreciate the gesture.
Google is famous for offering healthy, gourmet-quality food choices that its employees love. Affordable options like SnackNation bring the healthiest, best-tasting snacks right to your office.
Access to healthy snacks in the office will make for happier, healthier, and more productive employees. Pro-Tip: Distributed employees also can benefit from office perks if you can go the extra mile and provide healthy snacks to their doorstep. Offering a couple of unique remote employee perks or sending a nice gift can go a long way with your dispersed employees. Companies who invest in health and wellness actually save money in the long run by curbing healthcare costs and reducing productivity-loss due to illness.
The same Harvard Business Review study found that on average, employers who invested in comprehensive health and wellness initiatives including healthy food options saw a nearly 3-to-1 return in money saved. Healthy snacking can be the foundation of an overarching wellness culture that lets employees know their health is important to your company. This message will also foster loyalty and strengthen the employer-employee relationship.
The reasons for this are manifold. Of course, until very recently, there was no affordable public health insurance option, and the only feasible way for most Americans to afford insurance was through their employer. Employee-sponsored coverage is still generally much less expensive than public or private insurance.
There are perks that come with health insurance on the employer side as well. Companies benefit from reduced absenteeism due to illness thanks to free or nearly-free preventive care , as well as higher engagement due to the fact that employer-sponsored health insurance gives employees a sense that they are cared for and appreciated. Your time is your life. Similarly, studies have shown that once our basic needs are met, experiences contribute to our long term happiness much more than material things.
While it may seem counterintuitive, companies like Netflix and Austin-based Umbel have found that an unlimited vacation policy can have a wide range of benefits, including more productive employees. Rather, companies that adopt these policies allow employees as much PTO as they need to recharge as long as they meet deadlines and produce results.
Moreover, an open vacation policy signals to employees that their employer trusts them to keep projects on track and deliver results while being free to take all the time off they need. This trust engenders a feeling of mutual respect between the company and its employees, and the result is a more balanced, more productive workforce. During this time, they are forbidden from checking work email or working on Media Temple-related projects. Many employees cite this perk as the reason they joined the company.
Sabbaticals are gaining in popularity across corporate America, typically lasting five weeks for employees who have been with the company for a minimum of five years. This fresh perspective can even result in creative ideas or new market opportunities.
The key is to connect monetary rewards to the emotions that keep employees engaged in their work. Performance bonuses are a fantastic way to do just that. By tying the reward to results, performance bonuses give employees a sense of ownership and control. It helps motivate them in their work, and gives them a tangible ownership stake in their role. The researchers found that incentives have a positive impact on performance.
Team incentives can increase performance by as much as 44 percent. They also found that performance incentives engage employees and attract qualified new candidates. Similar to Vacation or PTO, paid sick days give employees back their most valuable commodity — their time — while also letting them know that they are cared for and appreciated.
The National Partnership for Women and Families says,. This issue creates more problems when workers without paid sick leave work in restaurants, stores, and other places where they talk to lots of people in addition to people in the office. By doing so, contagious employees stay away, and your company is much less likely to be decimated by widespread illness.
Some recent research measured the psychological distress employees without paid sick leave experience. The results were startling! Workers without paid sick leave felt considerable psychological distress, and that distress interfered with their daily lives. Offering sick days might just keep workers well in body and mind. And as it turns out, most employees have strong feelings about their retirement benefits.
Fora Financial surveyed over 1, workers to gauge their retirement benefit perceptions. Here are some survey highlights:. Many employees find personal finance and financial planning a bit of a mystery, and appreciate when their employers help them plan for the future.
Employers can step their savings game up by subsidizing employee savings, either matching or partially-matching the contributions employee pay into their retirements and finding cost-effective ways to provide benefits for employees. Flexibility is increasingly becoming a desired perk for the modern employee, who is trying to balance a myriad of personal and professional responsibilities, including education and familial duties. A flexible schedule — including the ability to work from home — is a necessity for these families, who need to be able to juggle multiple responsibilities.
Emotionally, affording employees flexibility in their schedule demonstrates that they are trusted partners not just ers chained to a desk , and leads to higher engagement.
Ultimately, a flexible schedule leads to a greater quality of life. This provides more long-term value than a salary ever could. What does this mean?
Well, it implies an acknowledgement that the tenure of the average employee is likely only going to be years, and that the company is responsible for the personal and professional growth of the employee during that time. Employee Development Plans are a perfect way to reflect this changing dynamic and ensure a mutually enriching relationship. In them, employees work with their managers to identify four personal and four professional goals, as well as a pathway to achieving them.
We ask employees where they want to be in five years, and determine the right steps to get there. Bonus: You can download a blank version of our IDP template here no email required. In our economy, where job-hopping is the norm, employees need to constantly augment their skillsets, and employee development is priceless. Tuition costs have exploded in the last decade. But the real kicker is the opportunity cost of not working for years, which nearly doubles the actual cost.
Employees can simultaneously work and go to school, saving doubly in tuition fees and the opportunity costs of being unemployed. For product managers, early access for employees can even aid in the development process.
Apple, Samsung, and Google have adopted this approach, providing employees with their much-hyped products before testing outside the company. In the same vein, entertainment companies like Discovery Communications hold internal premieres of anticipated programs before they air for the general public. Again, the effect is to make your entire workforce feel involved in the process and to express gratitude for their contribution to the final product.
You put in a solid hours per day at a desk in your demanding, high-stress job. Each day leaves you physically and mentally drained. You have a gym membership, but your commute makes it hard to workout in the morning. Sitting for the majority of your day, every day for long periods of time inevitably takes a toll on the body. Sitting for too long at work brings with it a host of negative long term health effects, including increased risk of cardiovascular issues and cancer, as well as chronic conditions like Type 2 diabetes.
As an employer, the effect of the sedentary demands placed on workers includes increased health care costs and a less productive workforce.
But many companies have found ways to fight this trend. Massachusetts-based EMC provides wellness incentives for health-conscious choices like getting a flu shot or joining a gym. Others, like personal genomics company 23andMe, go a step further, providing onsite gym and workout space, and encouraging their employees to engage in physical activity throughout the day.
In addition to offering daily onsite fitness sessions that include yoga, Pilates, and strength training, the company also makes treadmill desks available for their employees. Bringing in a trainer or yoga instructor once or twice a week for group fitness classes at a nearby park can provide a much-needed boost. Even something as simple as encouraging daily stretching or walking meetings can have a tremendous impact.
But make sure that physical activities are never mandatory. Employees need to feel that they are free to choose their level of engagement in these programs, no matter how good it is for them. Mandatory health programs can make employees feel that they are being dictated to, and will diminish morale. Integrating daily or weekly voluntary exercise activities during work hours signals to employees that their employers care about their health and wellbeing, and this strategy will actually pay dividends in the long run by shaving healthcare costs and keeping employees healthy and productive.
Similar to performance bonuses, stock options and equity give employees a real sense of ownership in the success of the business. To continue to create something special and of lasting value. In fact, there are some well-documented benefits to offering employees stocks and equity.
One study found that employees, especially young employees, with ownership in their companies…. To summarize, employees with equity experience benefits that go beyond just owning equity. This means that childcare is non-negotiable for millions of workers. And getting child care assistance from companies may be the only way some families can afford child care and plan to grow their families. Here are some startling statistics on child care costs in Arizona, a state where costs are considered medium to average.
Between rideshares, passes for public transportation, or even shuttle buses, there are a plethora of ways companies can subsidize commuting. All things being equal, an employee will take a job with a short commute over a long one.
In fact, she might even take money in exchange for a shorter commute. Commuter assistance can go a long way towards improving their quality of life, and is therefore a perk that moves the needle when it comes to hiring and retention. This basically means evaluating candidates not only for their skills and experience but for how well they might fit into the organization. Creating a culture of diversity and inclusion takes time, but the harmony and productivity it returns will be well worth the effort.
The Society of Human Resource Management recommends forming a council of leaders committed to diversity and inclusion. Check out our State of Workplace Culture Report and then dive into some examples of outstanding company cultures , winning core values , and workplace engagement tips. In the long run, hiring for cultural contribution is a more sustainable practice and one in which everyone benefits. Professional men and women often feel like they have to choose between a demanding career and a rich family life, and delay starting their families in order to focus on the former.
These choices often go unacknowledged by employers, but a few smart companies have developed programs that allow strong work and family lives to coexist. In a bid to attract more top women, Apple recently made headlines by announcing that it will be providing complimentary egg freezing services for its female employees.
And many companies, including Microsoft, offer extended maternity and paternity leave that go above and beyond minimum requirements. Offering fertility programs and over-delivering on maternity benefits sends a clear signal to employees that there are more important things in life than work, and investing in them is yet another way to cultivate a culture of respect between employee and employer. The cost of healthcare has become a major source of frustration and pain for many Americans.
For this reason, thousands of companies are using a FREE solution from GoodRx that helps significantly lower out-of-pocket prescription costs for employees.
One example comes right from a GoodRx employee who was prescribed modafinil to help with sleep apnea and daytime fatigue. Plus, there are no deductibles, pre-authorizations or drug-tiers — just great prices on the prescription drugs your employees need to stay healthy. This comprehensive study surveyed employees in 26 different industries representing companies of all sizes to take the pulse of company culture in American today.
Of course, employee perks were a big part of the discussion. As you can imagine, there are a lot of perks and benefits for companies to consider. So which perks should companies and HR departments focus on? To figure this out, we compared the frequency of work perks offered with the importance that employees place on then. Offering flexible hours is probably the single biggest opportunity when it comes to offering perks that actually make a difference to employees.
In our survey, it ranked as the third most important perk, behind health insurance and k matching. With the ubiquity of laptops, smartphones, enterprise chat and the like, most office jobs today can be done virtually. One work-from-home day a week will mean a lot to employees, and cost the company practically nothing.
Paid maternity and paternity leave was another big miss for companies. It was the sixth most important perk on our list out of 15 , yet again, less than half of companies provide it. Paid maternity and paternity has a psychological effect that extends to everyone, regardless of their parental status.
It signals to employees that you see them as whole people, with lives, families, and priorities outside of work. Employees are clamoring for development. Happiness at work also correlates to engagement, productivity, and retention. Despite all this, only a little over half of companies actually offer professional development programs to employees.
Want more insights like these? Check out our State of Company Culture Report. Investing in the right employee perks can help you cultivate the culture your company needs to succeed, and will help your bottom line down the road. What are the best company perks that have transformed the way you work? Let us know in the comments below. SnackNation is a healthy office snack delivery service that makes healthy snacking fun, life more productive, and workplaces awesome.
We provide a monthly, curated selection of healthy snacks from the hottest, most innovative natural food brands in the industry, giving our members a hassle-free experience and delivering joy to their offices. Life balance is what will keep people happy and healthy, so flex-time is also important. Childcare and paid parental leave are becoming more and more a mainstream issue with recruits. Great Article Jeff! There is one perk however that I wish we did offer our employees, and that is tuition reimbursement.
I am currently going to school part time and working full time. Often times I find it hard to pay tuition because of how costly it is. It would be so much less stressful knowing I could go to work full time while furthering my education.
Thanks for the awesome article! Awesome Article! This is so true. I know for me personally when looking for a position benefits specifically health benefits are a huge deciding factor. We like to offer these attractive benefits in order to gain the most valuable employees with a high retention rate. These are great relaxation breaks our employees are able to take.
A power nap in the nap room is x better with dog cuddles. My job currently offers unlimited PTO and due to that, scheduling life hiccups becomes much easier. Also, we do not have to worry about using all of our vacation days at the end of the year. When reading through the top perks, I realize how many of these our company offers-great news!
I try to keep all the healthy snacks and drinks in-house as well, and they are for anyone to pop in and grab, we encourage it. Great article! I am thankful to work for a company that values its employees and offers awesome perks.
Flexible working arrangements can also support this benefit without cutting down on productivity. Reward employees for giving back to the community. Let them exchange their volunteer service hours for paid time off. Give employees an opportunity to use payroll deductions to donate funds to their favorite causes, and offer to match them.
Bonding can be as simple as a weekly basketball game held in the company parking lot or a team visit to a local museum during off-peak hours. Just have fun with it. Give employees access to streaming music and headphones right at their workstations.
This low-cost perk can help employees focus and reduce stress. Many companies offer technology discounts to corporations. Why not pass these discounts down in the form of a corporate discount program? Maintain a list of vendors offering coupons and discounts on everything from software to travel. Once a month, host a local exercise instructor to teach employees yoga, spinning, resistance training, running, and other forms of fitness.
Make this a regular part of your wellness program. Arrange for discounts for participants who want to continue these classes. In the summer months, open up your facility in the evenings for community education efforts. Adults can learn a variety of life and career skills, including those that they can immediately transfer to their work. Give employees something to look forward with a small get-together held in the company cafeteria.
Make this a family event whenever possible. Ask employees to bring a dish to pass or something to add to the grill. Set up a reading room and include various business books, movies, and magazines that employees can enjoy. Give all new parents access to a special private room where they can transition back to regular work with a baby.
This room can also double as a comfort station for pre-natal mothers who need to rest and breastfeeding mothers. A learning organization is a thriving one. Give employees the option to participate in an industry certification program, a college class, an industry seminar, or another accredited program of their choice once a year. Give employees a place to de-stress and unwind with a break area complete with gaming equipment. This can include a mix of physical games and mental games.
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