- What are “must-have” benefits (excluding those legally required)
- From employee perspective, why?
- From leadership/ organization perspective, why?
- How do these align? How do they differ? What are biggest implications to create alignment?
- students response
“Must have” benefits vary from person to person, and from life event to life event. An employee that begins their career childless doesn’t consider child care benefits as a must-have. As this employee progresses through their career, and life events, child care might turn into a must-have benefit. Employers need to understand that employee needs change and accommodate accordingly, especially to remain a relevant option for employees.
Making the best use of company money and resources while making sure employees are happy can be a daunting task. With the realization that you can’t make everyone happy, a company much find a way to offer a buffet of benefits, within reason. Multiple variations of a positive work-life balance give employees the option to pick and choose what they want. According to Kohll, employees are looking for work-life balance more than ever before (Kohll, 2018). Whether it’s a flexible work from home schedule, extra paid days off, or incorporating a daycare in the workplace, employees want the flexibility to make that decision.
For employees and employers to align, employees need to have a realistic expectation about what and how benefits can be offered. Employers need to make sure they understand employees’ needs because if they implement benefits that employees don’t want or need, it results in wasted money, resources, and morale.
Kohll, A. (2018, July 11). What employees really want at work. Retrieved from https://www.forbes.com/sites/alankohll/2018/07/10/what-employees-really-want-at-work/#574783a5ad3b
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