How to Know if Your Perks Are Right for Your Employees
by Arina Smith How to Guides 01 October 2020
As time changes the business world, more and more companies are looking to develop benefits that meet employees where they are at. This means of having a deeper sense of where they can improve each individual’s life and how their benefits are directly helping workers. As change, your businesses should be involved in finding solutions for your employees so they are happy to remain at their current jobs and so they feel involved in the outcome of your business.
Here are some things to keep in mind when determining .
Send out a survey
Sometimes, your employees might feel more comfortable if they know that they can privately talk about what they need from you as a business. If you have a large workforce, then it might be better to get a consensus over which benefits are offered rather than simply choosing them without feedback. Think about your employees and what might be bothering them on a daily basis, and well as ways that you can help them solve problems outside of work, as well.
Have individual meetings
Once you have collected some data (or if you have a smaller workplace environment), then you might want to think about sitting down with some of your workers one-on-one to find out the biggest problems they are facing both when they come to work and when they also head home for the day. Some of these might be unexpected, and you might get the feedback you weren’t necessarily expecting. It might be difficult to hear, but this can help you to create a better workplace for everyone and can help you narrow down the ways you can assist your employees.
Now more than ever, flexibility is important when it comes to choosing benefits that actually end up serving your employees. You might have to be a little creative and think outside the box, either by providing them a cell phone credit, help to pay off student loans, work-from-home days, and more. By showing that you care about individual needs, you are going the extra mile as a boss and you are helping them work through some of the biggest problems that might be affecting work performance.
Think long term
The amount of time, effort, and money it can take to hire someone new after termination or retirement can be staggering. That’s why it’s so important to consider how you can keep your highest-quality workers interested and engaged in their work, as well as keep them around for the long run. This means providing benefits for them that will grow as they do—either in business or in their home lives. Lifestyle spending accounts, which are relatively new in employee benefits offerings, have a future in the workplace. Learn more about how they work and if they’re right for your employee base.
can have a direct consequence on their quality of life. By diving into what you can offer them, you are helping them to live more productive, quality lives.