What Benefits and Perks Do Your Employees Want the Most Right Now?
Some perks and benefits that were popular before the quarantine have lost their appeal temporarily, for obvious reasons. Do your employees want gym memberships now, for example, when gyms have yet to reopen? Do your salespeople want to be rewarded with fancy family vacations?
Although it is difficult just now to decide on perks and incentives your employees will like and use, they still want to be motivated and rewarded. And from an HR perspective, you want to incentivize them to perform and be happy.
What benefits and perks work best in the current climate?
Benefits that Support and Encourage People to Work from Home
Chances are good that many of your employees have already been working from their homes. Here are some perks you can offer that will make them feel good as they continue to do it . . .
- Coupons for restaurant deliveries to their homes.
- Deliveries of drinking water.
- Stand-up desks and other office equipment that makes their jobs comfortable and healthy.
- New company-supplied computers, printers, and other peripherals.
- Company cellphones that employees can use for their business calling.
- Subsidized Internet access.
Special Programs to Support Wellness
If your company is welcoming back employees in a flexible or phased way, you are already working hard to ensure their safety, good health, and positive outlook. Chances are you are already working to provide . . .
- Screening and testing to employees as they arrive at work.
- Sanitizing and cleaning all work and common areas on your premises.
- Working with your landlord and/or building managers to assure proper distancing and cleaning.
- Working with a company like KettleSpace to develop attractive and safe options for employees who want to work remotely instead of commuting.
- Special programs to support parents, such as arranging for their children to spend workdays at safe childcare facilities that will reopen near your office.
You might also consider adding some specialized programs that address employees’ health and wellness concerns, whether they continue to work remotely, at home, or return to your company premises . . .
- Specialized online-based health programs that support employees who have diabetes, high blood pressure, and other ongoing health concerns. Example: Omada Health, an innovative young company, offers programs to monitor and support individuals who are suffering from diabetes and high blood pressure. Other programs are available too, so consider speaking with representatives of your health care plan to ask about them.
- Access to telehealth programs that allow your employees to have virtual computer or phone-based consultations with physicians (both general practitioners and specialists), dieticians, weight loss counselors, exercise/wellness coaches and other specialists. Example: Philips is introducing a range of new telehealth programs. Again, other programs are available, so speak with representatives of your health care plan.
- Subsidized prescription plans that provide discounts on medications and supplies. Many health care plans also allow members to receive their medications through the mail. That provides safety and security of mind to employees who might be eager to limit their visits to stores. So do the retail pharmacies that your employees are probably already using.
- Medication, mindfulness, and other apps that can reduce employee stress during these difficult times. Paying for your employees’ to use them can be a good way to demonstrate your good will as an employer. Example: Stop, Breathe & Think is a mindfulness app that many people like. There are others too.
And Keep those Webinars and Special Online Presentations Coming Too
Online yoga classes, presentations by motivational speakers, humor sessions . . . chances are you have been inviting your employees, and possibly your customers, to log in and enjoy virtual events you have sponsored over the last few months of the quarantine.
Chances are these virtual sessions have become a value-added aspect of being involved with your organization. Why not make them a part of your company culture and your brand, and keep them happening in the months ahead?