The labor market in the Czech Republic is already showing signs of cooling, but we still rank among the countries with the lowest unemployment rate in the EU. Every advantage comes in handy for employers when searching for skilled workers – and also when it comes to retaining them. For example, well-chosen company benefits often serve as an ace up the sleeve when negotiating with a talented candidate.
If a movie is bad, not even the tastiest popcorn will keep us in the cinema. Company benefits work the same way. They can attract new employees and motivate existing ones to perform better, but they cannot compensate for fundamental issues within the company. And they definitely cannot replace an appropriate salary!
In other words, employee satisfaction does not depend solely on free massages or the existence of a company café. However, these small or larger perks significantly contribute to overall job satisfaction. This was already understood by Tomáš Baťa, who supported the healthcare of his employees, their meals, and leisure activities.
Advantage or obligation?
Employees are accustomed to workplace benefits and often ask about them during job interviews. If you, as an employer, do not offer benefits, you may not seem particularly attractive to candidates, although you are not violating any laws. Legislation does not regulate this topic, so it is entirely up to your decision. Just be careful not to present as a benefit something that is actually a legal obligation, such as adapting the workplace for a person with a disability, which is required by labor law.
Guaranteed salaries or reduced working hours also do not count as benefits. And the often-promoted “pleasant working environment” in job ads? Honestly, that should be a given. Only special features, such as relaxation zones or a “pet-friendly office” where employees can bring their pets, can be highlighted.
Conduct a survey to find out what employees want
It is logical that a tax firm will offer different benefits than a brewery or an auto parts manufacturer. Financial benefits, however, are certainly the most popular across all sectors. Every employee – a cashier, a high school teacher, or a manager – will appreciate a semi-annual bonus or a 13th and 14th salary.
Non-monetary benefits are also popular – discounts, vouchers, season tickets, or perks related to healthcare, meals, culture, or vacation. The most common benefits include meal vouchers, contributions to pension plans, and the classic trio of a company car, mobile phone, and computer, which are also allowed for personal use.
If you are unsure about how much your employees use the benefits you offer, conduct a survey. Ask them what they would like and adjust your offer accordingly. For example, IT specialists or athletes usually prefer different benefits than employees who are parents, who may value a company nursery or childcare facility, contributions to school fees or daycares, and flexible working hours.
The highest demand is generally for contributions to vacation or commuting expenses and salary compensation during illness. Yet, many employers do not offer these benefits.
Giving employees more freedom requires trust
There are also benefits whose popularity increased during the COVID period. Companies often hold back because they fear reduced work performance. Specifically, with popular home office arrangements, legal uncertainties are also a concern, such as how to handle the risk of accidents.
Other benefits, still emerging mainly abroad, include:
4day workweek
Companies are still testing the pros and cons of a shortened workweek, which teaches employees better planning and focus. For employees, a four-day workweek or reduced hours can be beneficial in terms of work-life balance, providing more free time for family, hobbies, and personal activities. For some, however, it may mean higher pressure and productivity demands, as they must complete the same amount of work as in a regular five-day week.
sabbatical
Giving employees unpaid leave for weeks or even months? This can help prevent burnout, allowing the employee to return recharged, although the company risks losing a skilled worker temporarily.
unlimited vacation
This benefit requires an appropriate corporate culture, where employees are responsible enough not to abuse it, ensuring the company does not suffer from its implementation.
If we look at other emerging trends, there is a growing use of online tools for language, management, or professional courses. Interest in sick days – extra leave for health reasons – has also increased. Online consultations with doctors or psychologists, subscriptions to online culture, or meal delivery services are also in demand.
As mentioned, offering benefits is a great way to motivate employees to perform better. Learning to work with motivation is a key task for every manager who wants to excel in their role. This is one of the topics you will encounter when studying an MBA. After all, educational activities may be the best possible benefit an employer can offer – they enrich employees, and the investment returns to the company in the form of a thriving business.
