All employers are faced with the tough challenge of crafting perks for their employees, one that doesn’t just make them want to stick it out for the long-term, but makes them climb mountains for their organization.
The thing is, no matter what collective goals they harbor at the workplace, all employees are continually working towards summiting the peak of their personal financial Everest. Employers stand to get the most out of their employees by understanding these motivations and planning the perks accordingly.
In this article, we explore different approaches to financial perks, and how you can align them to perfectly match broader organizational goals and objectives.
1. The Classics Vs. The Trendsetters
First off, let’s talk about old school versus new school. Pension plans and health insurance are the granddaddies of financial perks, and for good reason.
They’re like the comfort food of benefits – everyone loves them, and they never go out of style. But then there’s the new kids on the block: stock options, wellness stipends, and remote work allowances. These are the avocado toast of benefits – trendy, and with the right crowd, they’re all the rage.
But here’s the thing: while Joe might be eyeing retirement and drooling over a solid pension plan, Sue might be more into the idea of a wellness stipend to fund her hot yoga obsession. The key? Know your team. A one-size-fits-all approach is like serving everyone the same meal – it just doesn’t work.
2. The Value of Flexibility
Flexible benefits are where employees get a say in their perks, kind of like building their own adventure. It’s a bit like giving them a buffet of options – some might load up on health benefits, while others go straight for the remote work allowances.
The beauty of this approach is that it acknowledges everyone’s climbing their own financial mountain. Plus, it puts employees in the driver’s seat, giving them control over their benefits package. And when people feel in control, they’re generally happier, more satisfied, and more engaged. It’s a win-win.
A great example of this would be to allow them to choose their own savings accounts, instead of one that is opened for them by an organization. A high-yield savings account from the likes of Customers Bank is infinitely better than a traditional Wells Fargo checking account from the viewpoint of employees.
3. Crunching The Numbers
Now, let’s talk turkey. Or in this case, let’s talk numbers. Investing in your team’s financial perks isn’t just about being a cool boss (though it does help). It’s about strategic business sense.
Different perks have different returns on investment (ROI). For instance, health insurance might be a hefty upfront cost, but it can reduce absenteeism and increase productivity, giving you a solid bang for your buck.
On the flip side, something like remote work allowances might seem like a smaller financial outlay, but the returns in employee satisfaction and retention can be through the roof.
It’s all about balancing the immediate costs with the long-term gains. And remember, a happy team is like a well-oiled machine – more efficient, more productive, and a heck of a lot nicer to be around.
4. Beyond The Dollars
But wait, there’s more! Let’s not forget about the emotional ROI. Financial perks are great and all, but their real value often lies in what they represent.
A company that offers comprehensive health insurance is telling its employees, “We care about your well-being.” A business that provides a remote work allowance is saying, “We trust you.”
These messages resonate on a deeper level. They create a culture of trust, respect, and mutual appreciation.
And guess what? People don’t just work for a paycheck. They work for a place that values them, not just as employees, but as humans. This emotional ROI can be a game-changer in employee loyalty and company culture.
5. The Art of Communication
Finally, let’s talk about getting the word out. Having awesome financial perks is one thing, but if your team doesn’t know about them or understand how to use them, they might as well not exist. Communication is key. It’s like having a treasure map but not sharing it with the crew. Not very helpful, right?
Make sure your team knows what’s available to them and how to take advantage of it. Regularly scheduled info sessions, clear and concise benefit guides, and open-door policies for questions can all help demystify the benefits package.
And the clearer the understanding, the more likely employees are to appreciate and utilize their perks to the fullest.
Wrapping Up
In the end, navigating financial perks for your team is about much more than just the bottom line. It’s about building a benefits package that resonates on a personal level, supports your team’s diverse needs, and fosters a culture of appreciation and respect.
So take the time to understand your team, crunch the numbers, and communicate clearly. Your employees will thank you for it, and your business will be all the better for it. Remember, in the world of work, the best way to climb to new heights is together.
