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Employee Perks
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Article 7: Handing Out Perks
When evaluating
potential benefits and perks, make sure that
your offerings are appropriate for—and
appreciated by—your specific workforce.
For example, if you have a largely male,
blue-collar workforce, tickets to a football
game or auto race would probably be more
appreciated than tickets to the ballet or opera.
Your employees’ worker classifications also come
into play in determining the best perks to
offer.
Dave Dibble, director of human resources for
Presidion Solutions, a professional employer
organization that provides benefits and
administrative services for small and mid-sized
companies, says that it’s usually best to give
temps and independent contractors gifts rather
than cash, since cash may violate the terms of
the employment contract and lead to tax
complications. Gifts also appeal to employees.
“An added benefit of this is that employees tend
to value and remember gifts more than they do
cash,” says Dibble. “Money comes and money goes,
but gifts that are truly meaningful may be kept
and remembered for years.”
Dibble also stresses the importance of
communicating to your employees the value of
their total compensation—including all benefits
and perks.
“Most employees, especially younger ones, think
of their compensation only as their take-home
paycheck. They have very little idea of how much
benefits and perks add to their total
compensation amount.”
To communicate this clearly, determine the cost
of all employer-provided benefits and perks for
each employee. Put this in writing in the form
of a total compensation statement. This can be
especially eye-opening if you’re paying for
health insurance, providing two or more weeks of
paid vacation (and paid holidays) and making
matching retirement plan contributions.
“It really comes down to the fact that in
today’s marketplace, you want to be known as an
employer of choice,” says Dibble. “And this
means demonstrating that you value your
employees.
“There are lots of ways to do this, including
offering benefits and perks, but they don’t have
to cost a lot of money. In fact, it’s the
unusual and creative things that people remember
the most and really appreciate. But you have to
do what works for your company and your
workforce. And sometimes, the best way to find
this out is simply to ask.”
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Employee Perks
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