Perks Per Pay ? Inspired Employee Benefits ... - Customer Support

Some of the best companies to work for offer their employees more than just 100 percent health care, shared work programs, onsite childcare, and paid sabbaticals. Google?s sweet perks include onsite haircuts and eyebrow shaping; Wegmans gives away coupons every Christmas, and Four Seasons Hotel & Resorts lets six-month to one year employees stay at any location for three full nights. But you needn?t employ thousands of people or produce multi-million dollar revenues to provide the ideal employee benefits to reward and engage your workforce.

Employee satisfaction hinges on a number of factors so it isn?t just about matching pay for performance and skill sets. Workers consider cash compensation along with leadership driven by principles and dependability, the company?s future direction, work challenges, and extraordinary perks as their basis for a truly rewarding job. A company that suffers from a high incidence of employee turnover may be lacking in one or two of those considerations. If the problem lies with your company?s financial capacity to provide such perks, you can still give an employee benefits program that doesn?t create a significant hole in your business costs.

You can sign up with a company that offers easy-to-implement yet innovative rewards programs to allow you to introduce work benefits without spending too much. The ideal rewards program company will provide sizeable discounts on premier products and services around Australia. Don?t just give your workforce 20 to 30 percent discounts from travel agencies or tech shops. Most of the time, the simplest of pleasures?in significant amounts?can provide the best results.

Keeping your employees happy can be as simple as helping them meet their basic needs. For instance, your benefits program could award high-performing employees with big discount cards to Coles for their groceries or weekly movie vouchers for their family?s entertainment needs (with the escalating cost of movie tickets, this will certainly be appreciated). You might even make an effort to find out what a majority of your best employees actually enjoy doing on their time off from work and use those to convey your appreciation for their efforts and achievements.

Your benefits program will create better impact if it?s applicable to all employees and not just the consistent top performers. Using benefits as merely a reward system isn?t maximising their capabilities, and it can even fuel the loss of confidence in some of your workers. By offering the same privileges to all your employees?whether they are your top sales person or not?you enable and motivate your workforce to produce better results.

It seems, as studies have confirmed, that productivity and profitability aren?t dependent solely on the knowledge and skills of your workforce. Gallup?s most recent research indicates that your employees? feelings are directly related to corporate outcomes. In the U.S., an estimated $300 billion in lost revenue has been attributed to disengaged employees.

Employee rewards that create a significant impact on the daily life of your workers are an excellent way to engage them. When you?ve got more employees smiling as they do their work, you?ll inevitably see positive results when your quarterly profits report comes in.

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