Generous employee benefits or perks are not only fantastic ways to attract top-notch talent
and become the employer of choice, but they're also an effective method of taking excellent care of your people. A survey by Glassdoor found that nearly 60 percent of employees classify benefits and perks as a top consideration for accepting a job.

If you want your team to thrive, retain their creativity, and avoid burnout, implementing tactics
to break the monotony of the day-to- day grind is highly recommended. And it doesn't have to
be extravagant or cost you a fortune. It really is the little things that matter most in keeping your crew motivated and engaged.

I recently asked a group of employees — a mix of both part- and full-time staff — what their
favorite employer-provided benefits and perks are. Here are the top 50 responses.

Health and Wellness

  1. Medical insurance
  2. Dental insurance
  3. Vision insurance
  4. Vacation time/PTO
  5. Flexible spending accounts: health (FSA), dependent care (DCFSA), and commuter (CERA)
  6. Gym membership discounts
  7. Wellness coaching/weight loss coaching
  8. Smoking cessation programs
  9. Team yoga or boot camp classes
  10. Onsite chair massage

Financial, Future, and Family Planning

  1. Short-term disability
  2. Long-term disability
  3. Life insurance
  4. Accident insurance
  5. Retirement savings — 401(k), IRA
  6. Pet insurance
  7. Discounts for childcare
  8. Direct deposit/access to pay cards
  9. Life coaching sessions or classes

Apparel and Dress Code

  1. Relaxed dress code

Full access to this content is available to Carrie Luxem Members Login Here or Become a Member Today!


admin

Carrie Luxem

Restaurant HR Group

Leave a Reply

Your email address will not be published.


Recent Articles

Copyright © Carrie Luxem 2019 All Rights Reserved

Legal Disclaimer: The information I publish is not legal advice but rather is intended to prompt a discussion on best practices in human resources. Further, federal and state laws are amended frequently and vary significantly from jurisdiction to jurisdiction. Therefore, the published information may not be current at the time that you read it or it may not be applicable to your jurisdiction. As such, you should not rely upon any of the published information without first consulting directly with Restaurant HR, legal counsel, and reviewing your local, state, and federal laws as well as any applicable industry practices and company policies.

Website designed and developed by Cyblance