Tech companies are hiring ‘perks managers’ in a fight to woo talent

The fierce competition for top talent in Silicon Valley is giving rise to a new job category — the perks manager — as tech companies scramble to be the best at keeping their employees happy.

The Wall Street Journal, in chronicling companies’ growing reliance on these perks providers, reported on Friday on workplaces such as the Pinterest headquarters, where a team of employees provide their colleagues with perks ranging from martial-arts classes to an event where employees make Jell-O shots.

Whether they are startups looking to gain a foothold in the tech industry or members of the old guard, tech companies keep raising the stakes when it comes to talent-attracting perks, the Journal says. An employee at Adobe Systems ADBE 1.21% is planning a whiskey tasting and software company Asana gives employees several thousand dollars each in an allowance to go toward personalizing their computers and workspace.

Google GOOG 0.38% , which topped this year’s Fortune list of the Global Best Companies to Work For, is a well-known purveyor of perks. The tech giant offers a wide range of food options, all for free, to its employees, along with meditation and fitness centers. Coming in right behind Google on the list is software company SAS, which offers employees access to an in-door pool and yoga classes.

Other tech companies, such as eBay EBAY -0.06% and design software company Autodesk ADSK -0.42% , are also known to allow employees to take weeks-long paid sabbaticals every few years.

Obviously, all of these companies believe the cost of such perks is worth spending if it keeps their employees happy and productive. Now, tech companies may also be more willing shell out money to the perks managers who dream up those perks and put them into action. At Pinterest, the Journal reports, such a coordinator could make anywhere from $40,000 to $80,000 annually.

via Tech companies are hiring ‘perks managers’ in a fight to woo talent.

Tech companies are hiring ‘perks managers’ in a fight to woo talent

3 Ways to Tell Employees They"re Getting Paid More Than They Think

One of the main perks of having a job is having steady health insurance. And yet only 70 percent of small businesses report offering health insurance to their employees.

That’s a rising figure (up from 66 percent in 2009), but it means that three of every 10 small-business employees still don’t have employer-sponsored health insurance.

If your company does provide health care as a way to communicate that you care about employees’ well-being and help retain top talent, your stellar benefits package won’t have as great an impact if employees don’t understand just how much you’re contributing toward their benefits.

A benefits package is certainly part of compensation–just as much as a paycheck is–but Millennials tend to value the extra zeros at the end of a paycheck, not the health insurance they use to visit the dentist twice a year. On the other hand, older employees who have been in the work force for several decades may take benefits for granted, because the rising costs of health care have been virtually invisible to them.

Health is an intangible value, and it can be difficult to get your employees to understand how much they’re actually being paid.

Here are a few ways to communicate the value of your company’s benefit package and help employees get more out of it:

1. Have an open discussion about health care

No, you don’t have to tag along to the doctor with your employees. But if your company values transparency, health insurance should be an open discussion, along with your financials and sales figures.

Show your employees that premiums have been on the rise, and give them an open forum to request and receive feedback on their health care.

2. Put it on their paychecks

Whether your employees have a $500 deductible or a $5,000 deductible, let them know how much the company is contributing to health care. Try including both the monthly cost for the employee and the company on employee paychecks so there’s no uncertainty about what you’re providing.

3. Make information accessible with tech

If you’re an old-school company that stores all of its health care info in a binder on your HR person’s desk, it’s time to get real. No one reads that.

Instead, give employees online tools they can use to navigate the health care system effectively. Concierge services like Health Advocate provide cost-comparison tools, information, and help locating the best prices for medical procedures in your area. If employees can use their benefits to the best of their ability, they’ll value them–and your company–more.

As a leader, you know that employee benefits are the second-largest expense on the annual budget. But if your employees don’t know how much you’re spending on their behalf, your company won’t reap the full benefits of providing health care.

If you want to show employees how much they’re really being paid, start an open discussion about the cost of health care. It will show employees how much you value them and make them value your contribution even more.

via 3 Ways to Tell Employees They’re Getting Paid More Than They Think | Inc.com.

3 Ways to Tell Employees They"re Getting Paid More Than They Think

Are You Staying Competitive With Employment Benefits?

Not too long ago, when employees talked about benefits, they meant two things: healthcare coverage and retirement packages. But as the business landscape has changed, so has the concept of employment benefits. Many workers continue to rank healthcare as the most valuable asset an employer can provide. But the modern workforce is seeking more than just medical coverage and a 401(k) match. These days, employees — especially younger candidates — are looking for perks that contribute to job satisfaction and work/life balance.

Companies like Google have popularized the concept of beyond-the-basics benefits. But you don’t have to build game rooms and nap pods to stay competitive. You simply have to determine what your employees want most and figure out how to deliver those things. Some companies already appear to be doing a good job at offering improved benefits.

Here are some tips for bolstering your employment benefits:

Consider your retirement plan and scheduling options

Your company probably already provides employment benefits such as a 401(k) savings account or stock grants. But it’s worthwhile to take a close look at what’s being provided; at many U.S. companies, these offerings could be better. By bolstering these programs, firms can build loyalty and keep top talent or even lure star workers away from other companies.

Organizations are also scoring points with workers by providing generous paid time off and flexible scheduling. When firms allow a reasonable amount of vacation, holiday and sick leave, employees are less likely to experience the burnout that might cause them to search for another job. Moreover, options like telecommuting, half-days and flextime can make a job worth taking — and keeping.

Offer the chance to make an impact

Most people want to make a positive difference in their communities. When employees work for a company that gives back and provides them opportunities to volunteer with organizations they believe in, they’re able to achieve that goal.

In a 2013 study by the Society for Human Resource Management, 20 percent of the employers surveyed allowed staff to engage in charitable work while on the clock. More said they plan to offer this option in the coming year. It’s an excellent way to contribute to community development and employee satisfaction simultaneously.

Pay attention to specific needs

Many businesses are starting to offer unorthodox job perks in an attempt to meet employee desires. It’s a good idea to explore this new area of employment benefits; the key is to determine the specific ones that attract the employees your company needs.

For instance, nap pods, free snacks and lunches, and an Ultimate Frisbee team may attract youthful techies, but more experienced, higher-level professionals may prefer concierge services that help them take care of chores such as housekeeping or shopping.

Conduct an internal survey or solicit informal feedback about the types of incentives that appeal most to your workers. Then, pinpoint the most sought-after employment benefits and implement those that make the most sense for your company.

Ultimately, the ideal employment benefits package will be unique to your business. Don’t be afraid to think creatively. And remember, perks aren’t always costly. Something as small as letting your employees wear jeans to the office can go a long way toward improving morale and loyalty.

via Are You Staying Competitive With Employment Benefits?.

Are You Staying Competitive With Employment Benefits?