A good salary alone has long since ceased to be the decisive factor. If you want to attract - and above all retain - top talent today, you have to offer more - namely benefits that really make a difference to employees' everyday lives. But don't worry, companies don't have to dig deep into their pockets for this.
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Employee benefits are extras on top of the salary. They are designed to make your employees' lives easier, more pleasant and sometimes simply more enjoyable. Even small measures can have a big impact.
An offer code for sustainable clothing, a subsidy for professional teeth cleaning or a practical tool for financial planning can take the pressure off your team on a day-to-day basis. Employees regularly come into contact with offer platforms when shopping and save money as a result.
Mentally strong, physically fit and for many years to come. This is the recipe for success for fewer sick days.
As an employer, you can provide support with the following offers, for example:
An investment that pays off. You simplify access to important compensation, enable problems to be dealt with and thus prevent the long-term absence of a valued team member. This improves not only the professional but also the private lives of your team, which in turn has an impact on productivity and employee loyalty. Because people who are satisfied and feel cared for have little reason to change.
We all know that one day we will have to make major purchases or lose our salary. While financial provision used to be an issue for those in their 30s, today young professionals are already starting to save something and provide for themselves financially. As an employer, you can facilitate or subsidize the following offers:
When it comes to finances, small course corrections are literally worth their weight in gold. And your employees notice that.
Depending on their life phases and interests, your employees may be busy with various hobbies and projects outside of work. Balancing leisure plans, work and friends or family can be a major challenge. The more flexible you can make everyday life for your employees, the more likely you are to attract new employees and retain existing ones. The more people who can reconcile their everyday lives with their work, the larger your talent pool will be. Some measures could be
The professional and private spheres are already very mixed and will grow closer together.
Training your existing team is cheaper and easier than recruiting new skills. If your employees show an interest in new areas, you would be well advised to take advantage of this interest and offer them further training.
Ideas for this area:
Investment in personal development comes not only in the form of gratitude, but also in the form of new ideas, projects and possibly products. An opportunity that many companies miss.
Everyone longs for recognition and belonging. The need for belonging is level three in the pyramid of needs and is therefore essential for human development and well-being. According to the Workplace Belonging Study by BetterUp (2021), people with a strong sense of belonging show 50 % less fluctuation, 56 % higher performance and 75 % fewer sick days1. It is worth taking these needs seriously, also financially.
It is often the small gestures that are remembered.
More than one in two women, and increasingly also men, leave their company or change jobs because family and career are not compatible. The phase surrounding pregnancy, parental leave and returning to work is a particularly critical threshold2.
Support binds your employees to your company for a long time and takes away the fear of having to weigh up career and family:
That shows: You see your employees as whole people.
Diversity brings many opportunities. Different strengths, experiences and approaches enrich your team and make it easier to solve problems. You can provide support in this area through the following measures, for example:
Not every benefit will suit your company and not every benefit is guaranteed to suit your employees. The best thing to do is to ask your team what is really important to them. Also explain why certain benefits may not be an option and find an alternative together. Even small things can make a difference. The most important thing is that they are well thought out. If you still need inspiration, take a look at our ideas for different budgets or our collection of creative benefits.
And: talk about your offer. If you don't know what's available, you can't use it - and in the end you might not be happy about something that would actually be really good.
Do you want satisfied employees, less fluctuation and a strong employer brand? Then a good benefits program is exactly what you need. It's not just about the money, but about being appreciated.
And the best thing is: you can easily tailor the right package to your budget. With a little creativity and regular communication, you'll find the mix that suits your team.
Sources:
(1) BetterUp (2021). The Value of Belonging at Work. The study shows that belonging is a key factor for employee retention, productivity and health. Employees who feel a sense of belonging not only perform better, but also stay with the company longer and are less likely to be absent due to illness.
(2) BCG study "Why Women Leave - and What Companies Can Do About It" (2017) s. Also BMFSFJ Monitor Family Research, No. 41 (2020)
