There are many pros and cons
There are some arguments against it. With Fringe Benefits you often run the risk of building up an expectation, which weakens the effect more and more.
A dependency can also arise; if they fail to appear or their performance is reduced, frustration results and well-meaning goodies quickly become disappointing. Generous fringe benefits can also lead to chair glue, for which such benefits are more important than the performance for companies and jobs.
Gieskanne does not work even with fringe benefits
To give all employees an obligatory book voucher before Christmas fails, the effect. Fringe benefits should be tailored to individual employee needs. The apprentice may appreciate a fitness subscription, older employees providing retirement savings or mothers with children flexible working time models, and prospective executives may find the leave of absence for management training interesting.
The job life cycle, gender, living environment, status of work and work, personal values and career plans are just a few examples of possible criteria for different needs.
Congruence with corporate culture and HR strategy
Fringe benefits should be an expression of corporate culture and personnel strategy, reflecting and strengthening their values and goals. Given this, this makes the culture and HR strategy of a company more tangible and credible, and strengthens the sense of togetherness, which contributes to greater authenticity not only within the company, but also in employer branding.
For example, if a company puts the focus on work-life balance, measures such as sabbaticals, birth supplements, extended childcare, additional holiday weeks, father's leave, which generate great benefits both privately and professionally.
Creativity and uniqueness are needed
The more unimaginative fringe benefits are, such as the obligatory seniority gift or the corporate parking space for executives, the less effective they are and are considered goodies that are expected at the end of the year and are quickly becoming an unnoticed habit. Fringe benefits, which provide personalized value for employees, are more sustainable.
Therefore, it is often not gifts in kind or money, but holistically effective attentions related to business and job, which also strengthen and symbolize the corporate values. A strong impact can also be achieved if employees are involved in designing fringe benefits programs or even actively participate in their services.
Emphasis on emotional and social aspects
Target group-related, emotional and social fringe benefits, which also reach families, children or life partners, for example, with a focus on work-life balance, have a particularly sustainable effect.
They have an effect beyond the company, incorporate the living environment and often also represent a social value inside and outside the company, which in turn strengthens the authenticity of employer branding. Long-term care for employees with older or sick family members are, for example, fringe benefits that have a lasting effect with high esteem.
Job and performance and no coupons count
However fringe benefit concepts are designed, their Sense in the end, however, the purpose must be put into perspective.
In the end, neither the new mobile phone nor the preferential rates on mortgages, but the interesting job, challenges and prospects, the superior ratio, the appreciation of the work and a good working atmosphere are the focus.
Conclusion: You should pay attention to these eight points
In my opinion, fringe benefits have a chance of succeeding and achieving the goals if the following aspects are taken into account:
- Targeted at individual employee needs oriented use
- Congruence with corporate culture and values and goals of HR policy
- Focus on emotional impact, quality of life and work-life balance
- Regular discussion and information and communication
- Focus on well-being and identification with job and company
- Periodic review for awareness, utility, impact and acceptance
- Creative also the employer-attractiveness strengthening fringe benefits
- Rather restrained use of material money and property
Text as PDF, book or eCourse on the topic or personal advice
Offline download: Download this text as PDF - Read usage rights, Because we do not automatically submit the title of this text for privacy reasons: When buying in "interests" the title register if support is needed. After buying text exclusively Download at this URL (please save). Or for a little more directly an entire book or eCourse with this text buy, read on.
Book on the topic with discount: This text is also available in book form and you can buy the title here in two languages. You can also preview the book first look at and then purchase directly on the book page with a 20 percent member discount.
German edition: ISBN 9783965960084
English version: ISBN 9783965960091 (Translation notice)
Your eCourse on Demand: Choose your personal eCourse on this or another desired topic, As a PDF download. Up to 30 lessons with each 4 learning task + final lesson. Please enter the title under "interests". Alternatively, we are happy to put together your course for you or offer you a personal regular eMailCourse including supervision and certificate - all further information!
Consultant packages: You want to increase your reach or address applicants as an employer? For these and other topics we offer special Consultant packages (overview) - For example, a personal phone call (price is per hour).