Benefits? Did anyone here say “benefits”?

It is funny what benefits sare ometimes advertised in job offers. Given that up to 89 % of employees are willing to change jobs (whatever the reasons may be), the topic of benefits seems truly relevant. Let’s sort them into several basic categories and maybe even get some inspiration on how NOT to do it:

Category 1 “Work tool as a benefit”

–  notebook,

– mobile phone.

Category 2 “Even obviousness we can sell as a benefit”

– drinking at workplace,

– 4 weeks of deserved vacation.

Category 3 “Neither offend, nor make anyoone thrilled”

– free coffee,

– meal vouchers worth 40 CZK after the trial period.

Category 4 “Never more”

– wage paid in time (!!!).

Before you start setting up or redefining a benefit system in your company, firstly, ask those around, what they would like, what they would appreciate. I guess you could hear for example:

– home office,

– bespoke benefit package (not everyone will use Multisport,…),

– flexibility/flexible working hours,

– education budget (no, I don’t mean a one-day Excel course for beginners and intermediate),

– sick days or extra vacation,

– preschool in the company,

or “just” a bike stand, a shower, an ergonomic chair, a laptop monitor. Sometimes even tiny things are enough.

And you may hear such wishes (which some Czech companies really provide) such as:

– unlimited vacation,

– massages in the workplace (during working hours),

– budget to buy plane tickets,

– prepaid lessons with a private trainer in corporate fitness,

– fully reimbursed two-week spa stays,

– printing on a 3D printer (eg a birthday gift).

Despite the list written above as HR, CEO or other decision maker do not be mistaken. While benefits matter, only 28 % of employees would think about whether or not to give notice when when the so-called breaking of bread is happening because of the benefits.

I wish all of you that you do not get to this stage and provide benefits as a thank you for a job well done.