...makes for a dull day at the office. So can unusual perks benefit employees and employers? Helen Ives investigates
The office layout also plays an important part in finding potential employees that are the right fit for the company’s culture. When an interview candidate walks around the office, they get a chance to soak up the culture and know whether it’s the place for them.
It is different from the more traditional office environment, and that can be too much for some people. In a way, it is self-selecting.
Opportunities for personal development
Alongside these fun perks, it is also essential to provide real opportunities for personal development. The ability to grow within an organisation is a motivator; whereas making people feel like they’ve hit a brick wall in their career progression will only increase staff turnover.
Benefits such as wellbeing allowances, sponsored education and personal development allowances show that the company genuinely cares about the people it employs and creates a sense of belonging.
Having a sense of pride for the organisation you work for is a feeling all employees want, and working for a company that is notorious for caring about the well-being of their staff is even better.
Not all perks have to be materialistic. Having a yoga space, for example, is a great way of engaging employees, instead of making them feel like a small fish in a big pond.
From an HR perspective, the focus should be on the total employee experience and creating an environment where people can thrive and do their best work, both for each other and for customers.
The approach to perks, a stimulating working environment and employee development has stimulated a dialogue across the HR industry about ‘total’ reward, which goes much deeper than someone’s annual salary and benefits.
A sense of play that extends to the working environment will put a smile on people’s faces and break down the dreaded nine to five feeling. Perks are a powerful indicator of a company’s health and of management’s attitude towards employees.
Applied thoughtfully, they have a positive effect on employee productivity and morale. Applied carelessly, without any real thought as to what they can achieve, or offered and then withdrawn, they can cause permanent damage.
So do unusual indulgent perks have any real value? It all boils down to a change in attitude, changing the businesses’ approach from employee to peer will have a dramatic difference. All of these perks are simply a demonstration of this.
Transforming the traditional relationship between employer and employee is an incredibly powerful approach, ensuring people feel respected, valued and having the opportunity to make a real contribution for themselves and others.
People who feel happy and motivated in their job will unquestionably be more productive. A successful organisation isn’t one that takes itself too seriously, and a sense of humour and personality are key factors. After all, having an employee who takes pleasure from the success of their company is like gold dust for any organisation.
Helen Ives is HR Director at PEER 1 Hosting
