Which Perks Matter Most to Employees?

Company perks are a familiar part of the established corporate landscape. From free yoga lessons during lunch to well-appointed snack lounges, perks have long served the designs of hopeful employers as they attempt to tip the scales in an otherwise level and competitive employment environment.

Sometimes, however, employer’s attempts can backfire and actually produce the opposite effect. For example, offering an extra day of paid leave to an employee who has not seen an increase in wages for some time is unlikely to stimulate fresh sentiments of loyalty and gratitude. The reason, at least in part, is that for perks to be effective they should be designed within the context of company culture. The same perk – say, a ping-pong table – could be wildly successful or fall flat and hollow depending on the culture in which it is introduced.

Further, perks may not be the answer to management’s aspiration to communicate the culture they are trying to cultivate. If wages are low and working conditions are less than excellent, employees will likely look for improvements in these basic areas before they will be wooed by perks. A recent article from The Wharton School will help managers and leaders evaluate their methods and objectives for employee well-being. Read it here.