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How employee perks give competitive companies a serious edge

(BUSINESS) Breakneck speeds of innovation are now the norm in business, and the most competitive are offering employee perks in the name of progress.

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The nature of business is simple when you boil it down: get the edge and monetize it. To keep the doors open, companies either have to do one thing extraordinarily well that transcends trends or innovation, or they must continually progress and change the rules of their platform with each release.

Case in point, there’s little to improve on when it comes to a Chicago hot dog or a New York slice; these culinary feats will forever be favored because they’re ingrained into the culture as a staple. A pair of Levi’s jeans or Vans sneakers don’t need to innovate, the classic appeal of the brand sells itself.

Technology is a different animal. Innovation is everything.

People wanted a new app or SaaS (Software as a Service) tool yesterday, and they want to hit a button on their phone to get it. We want new apps to automate mindless tasks, and we’re always looking for a way to cut paperwork when it applies to everyday life. We want to pay bills with a click or know who’s ringing the doorbell via the camera attached to our network. We love Nest because it controls our house and who doesn’t love a Spotify playlist connected to a wireless speaker out by the pool?

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Companies bending over backwards to create faster and with more of a wallop allowed for these breakthroughs.

Because anything technology-related is crushing financially-speaking, there’s a constant hunger for talent. And talented developers, marketers, SEO junkies, office managers, all use the hyper-competitive talent market to their advantage. If a new job pops up that pays more with better benefits, people will bounce without so much as more than two-week notice and a “sorry, not sorry” letter of resignation.

The company loyalty of the past is long, long gone.

Companies like Twitter or Google throw the kitchen sink at their teams to keep them happy and offer everything from education stipends for their kids, dollar for dollar 401(k) matching, improv classes, catered gourmet meals, and even monthly mani-pedis. These things seem crazy, but they’re small measures to make sure the best talent doesn’t walk for a huge reason – they need the best minds to keep pushing the brand to new heights.

Make no mistake; if a SaaS tool is dominating the market, there’s one right behind it, ready to pounce at the first sign of weakness. Because of the dog eat dog landscape, retention is critical. If the best members of a team move on after a year or two, pushing the brand forward becomes harder and harder because there’s a rotating door. Teams have to find ways to keep their staff engaged not only through work that matters and a thriving culture, but the perks offered need to be sticky and make it hard for employees to walk away from.

One of the more revolutionary retention methods of the last few years has been student loan debt repayment, and as a result, teams are staying together, longer.

The probability market for student loan repayments is massive.

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Nearly 70% of new grads walk off the stage with at least 25K owed to private and federal institutions and the debt clock is ticking upwards toward $1.4 Trillion, with a T.

Because student loans are a soft target, it’s an easy win. Often touted as the new 401(k) for millennials, many companies are offering to match dollar for dollar with their teams or just make a monthly contribution on their employee’s behalf. For the companies, this move is killer because of simple math: the average student loan bill is low thanks to all of those deferments, loan interest rates, etc.

In some cases, the loan amount could be as low as a $200 monthly contribution, which is easy for an enterprise-level businesses pocketbook. The employee’s student loan is out of sight, out of mind, and often with a few bucks extra, moving the debt needle faster. The best part: the employee feels like the company has a vested stake their well-being and future growth.

One of the easiest wins for a company is how they view time spent in the office. Because wifi is everywhere and checking email on an iPhone is only a swipe away, more and more companies allow for staff to work remote. Life happens and some days, sitting at the desk is a real wrench in the gears if the dog needs to go to the vet or the AC goes out in mid-July.

A change of scenery helps, and for many people (and let’s be honest), banging out six hours of good work is a more realistic output than drifting through eight hours of “sort of” productivity. Fully 53 percent of workers want free time over a raise.

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Companies with a liberal work from home policy lead the charge in perks employees want. Same goes for generous vacation time policies. Even if the average employee doesn’t come close to using their allowance, the central thread that matters is the freedom of knowing they can.

Another way to put a lid on employee churn? Companies are taking a real swing at healthcare.

Because affordable medical care isn’t always available, many companies are covering significant portions of what’s taken out of an employee’s check. Some ultra-progressive businesses like Google or Atlassian even offer 100% covered healthcare for their American workforce. While universal healthcare would make sense, many companies are picking up the slack and are keeping their employees healthy.

Employees, especially millennials, see these moves toward a workplace with a work/life balance, but also as a place that cares about their wellbeing. Gone are the days of death by a thousand papercuts during the workweek. Today’s workforce knows what they’re after and it’s up to companies to decide if they’re willing to play ball to make that work.

Progress is everything in business and if companies are looking to continue to lead trends or upend the status quo, they can’t have their brightest and best looking toward the horizon wondering what else is out there. Perks most definitely matter.

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Written By

Robert Dean is a writer at Adia and The American Genius. He is a writer, journalist, and cynic. His most recent novel, The Red Seven is in stores. Currently, he’s working on his newest novel, Tragedy Wish Me Luck. He also likes ice cream and panda bears. He currently lives in Austin. Stalk him on Twitter.

3 Comments

3 Comments

  1. Tina

    February 26, 2018 at 3:48 pm

    Great article! Human Resource Departments need to look at hiring creative “employee happiness coordinators” who aren’t corporate ingrains, who can feel the pulse of the workers. As a small start-up, I wish we had the funds to pay our employee’s student loan debt. Instead, we try to do what we can, like stock their favorite K-cups (so they don’t stop to buy coffee every morning) and I purchase lunch fixings each week so they don’t spend their money on fast food. I would love to hear from other small business/start-up business owners on what small perks they are offering their employees!

  2. Colin

    March 1, 2018 at 10:27 pm

    Great article! You are definitely correct in saying that the company loyalty of the past is dead. I agree with the comment up above that HR departments need to look into hiring employee happiness coordinators who can feel the pulse of the workers. Often HR is out of tune with what employees really want for their work perks, and hiring somebody who can focus on that is a great idea.

    I think one idea that can help give companies the edge is in their reward and recognition program. It may seem small, but the way you reward employees can have a huge impact on retaining and attracting the best talent for the company. Companies like Bucketlist are breaking through to give employees experiential rewards instead of gift cards, and something as small as that can have a huge impact on company culture and attracting the right talent.

  3. Jeddie Busch

    March 3, 2018 at 9:51 am

    Employee perks are great but they often change early on especially for start ups. I would recommend only adding in a poerk if you were confident it would be in place for at least a year. Nothing worse than having something “cool” go bye bye.

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