We have looked at the Average Joe kind of employee perks, and those a little more out there, but then we have all heard of those organisations who have perks that seem far, far away from the box. They are the kind of benefits that most business owners would question – how is that possibly going to work? and how on earth will it benefit the business?
Well lets take a look at a few…
Follow in The Virgin Group founder, Sir Richard Branson’s footsteps and offer staff unlimited holiday, with the caveat that they get what they need to done. Richard suggests managing this by tapping into an employee’s emotional responsibilities
“It is left to the employee alone to decide if and when he or she feels like taking a few hours, a day, a week or a month off. The assumption being that they are only going to do it when they feel 100% comfortable that they and their team are up to date on every project and that their absence will not in any way damage the business – or, for that matter, their careers!”
Do away with job titles and hierarchy
Take away those pesky org charts that show the world how you feel someone’s job is more important than theirs. Get rid of the job titles that can stop people from being creative and innovative because ‘it’s not part of their job description’. A deloitte survery revealed that only 38% of organisations believe they are ‘functionally organised’. In this modern organisation people don’t work their way ‘up the chain’ but move from project to project based on requirements and needs.
Make someone’s dreams come true
Get all your staff to tell you a dream they have and when there is a big success at work, pick a name out of a hat and make that individuals dream literally come true.
Take the Monday pain away
Most people hate Mondays, even if they love their job Monday normally comes with a whole lot more pain than the rest of the week. So do something to make Mondays fun – allow staff to shut down emails and computers for the morning and just be creative, carry out team building exercises or start the week off with a feel good movie.
It goes without saying that some of these require considerably more finances and time to put into place, and would be met with many questions by some, but the higher the risk potentially the higher the reward. Creating environments where people feel rewarded, encouraged and supported drives up productivity and performance.
Ultimately feeling a part of something goes a long way to engage and motivate staff to continue to work hard and do a good job. You want your staff to feel like the janitor at NASA, on a visit to the space center in 1962, President John F. Kennedy interrupted his tour to walk over to the janitor and said:
“Hi, I’m Jack Kennedy. What are you doing?”
“Well, Mr. President,” the janitor responded, “I’m helping put a man on the moon.”