Guest post by: Jessica Thiefels
Does your company do awesome things for its employees? Weave these perks—and the stats that support their benefits—into your job listings and ads to make a more powerful case for why potential employees should consider your organization. After all, we’re quickly becoming a data-driven society, and sometimes the numbers and expert opinions speak louder than you ever can.
“We take your personal life seriously.”
57 percent of employees think technology has ruined the definition of a family dinner. (WorkFront)
If you take work-life balance seriously—especially if you have a policy of minimal or zero emails after work hours—remind potential employees how valuable that actually is. They won’t have to deal with the stresses of their job at home; instead, they can take back family time and enjoy the little time they have to live life outside of the office.
Haven’t banned after hours emails yet? Fun fact: France did nationwide, banning all work email communications past 6p.m., effective for companies that have 50 or more employees.
“We play as hard as we work.”
““In play we find the freedom to color outside the lines of our life. There is a learning that comes from this unstructured time. It allows us to tap into our imagination, try different things and not be afraid to fail along the way.” (Shilagh Mirgain, PhD, Psychologist)
If you stock your office with games like foosball, mini basketball, and video games, or encourage employees to enjoy unstructured time during the workday, this is an important quote to remind employees of the value of play as an adult.
Remind them: This perk isn’t available so they can avoid working on a project they’re fed up with. Rather, it’s a chance to reconnect with their creative side so they can come back ready to tackle the problem.
“We let you do what you do best.”
53 percent of employees who have complete control of their position said they feel totally satisfied with their job. (The Office Club)
No one likes to be micro-managed, and it turns out that as you back away from employees—and allow them to do what they’re good at—they’re happier and more satisfied in their position.
“The data shows that as employees gain more control and autonomy in their positions, job satisfaction rises in tandem. There is a strong statistically significant relationship between job satisfaction and levels of control and autonomy at work,” said study authors.
Consider implementing a tool like 15Five, which allows employees to send a weekly update on where they’re at with projects and work. The idea is employees spend 15 minutes writing their “report” and managers spend 5 minutes reading it.
“We want to see you grow.”
87% of millennials rate “professional or career growth and development opportunities” as important to them in a job. (Gallup)
If you’re hiring millennials, this is an important one to include. When discussing access to MOOCs, on-site training, or allotted workday learning time, remind potential employees that this is a perk many job-hunters are looking for.
If you want to bulk up this employee benefit, take a few ideas from these 11 companies that are doing professional development right. Some of their perks include:
- Free attendance of any conference of their choice each year.
- Monthly allowance for taking classes.
- Time each week to learn something new.
- In-office speakers to motivate and teach.
“We want you to support your favorite causes.”
“Volunteer activities can strengthen the social ties that protect individuals from isolation during difficult times, while the experience of helping others leads to a sense of greater self-worth and trust.” (Corporation for National and Community Service)
If you provide extra time off to volunteer, or partake in community volunteer opportunities as an organization, remind potential employees of the mental health benefits. Volunteering isn’t just about helping the local community, it’s about growing as a person and feeling great in your own skin.
Use these facts to show potential employees just how valuable your perks are. Sometimes data and subject experts speak louder than a bullet point on a page. Amplify the reasons why people should work for you to drive more interest and high-quality employees.
BIO: Jessica Thiefels has been writing for more than 10 years and is currently a full-time writer, consultant and business owner. She’s been featured in Forbes and Business Insider and has written for Manta, LeadPages, Salesforce and more. Follow her on Twitter @Jlsander07 and connect LinkedIn.