When was the last time that you looked at employee “perks” and compared those to your competitors? If you’re in the same industry, you’re looking for similar talent, considering whether your “perks” match or exceed your competition is important. As you compete for talent, either within your industry or not, it is increasingly important to have a strategy and specific differentiation to attract and hire top talent.
This doesn’t require a complete re-haul of your entire culture as you might think. There are simple, yet advantageous, opportunities that your company could incorporate to improve culture and utilize in pitching efforts for selling your company to prospective talent. Here are few ideas to get the wheels turning:
- Gym Membership – Maybe your office space doesn’t allow for an onsite gym, or your have a lot of remote employees – consider offering a gym membership package to a national (or local) gym for employees to opt in for free.
- Flexible Hours – Maybe your company doesn’t need to hold hard hours all year round, consider switching up the hours to allow people to work different hours in the summer to enjoy the afternoons/evenings a bit more. Or, consider half days on Fridays to get everyone’s weekends starting a few hours earlier.
- Nap Pods – Companies like Google have ‘nap pods’ in their offices to encourage employees to take a break when they need and to relieve stress. For inspiration, check out these nap rooms that companies like HubSpot have incorporated.
- Mental Health Days – Consider giving employees one extra day a quarter to unwind and take care of themselves in addition to their standard PTO.
- Work from home – While some might be ready to be back in an office after 2020, some people enjoy the opportunity to take a few days and work from home to cut down on commute expenses.
- Work service recognition – consider having something unique to your company to offer employees that no other company does. For example, New Belgium Brewery gives each employee a fat-tire cruiser bike at year one – a nod to the brewery’s flagship beer (plus some other really unique perks at year 5, 10, 15, 20 and 30).
You don’t need to spend thousands of dollars or months planning, you can keep it simple and still add a lot of ‘perks’ for employees that prospective employees would find appealing in the recruiting process.
For additional information, please email Chris Hillman or call (815) 261-4403 x 100