Jobs in information technology, particularly those that deal with data, are in high demand. As a result, they are being compensated more. However, not all remunerations are monetary in nature. A growing number of people are receiving a variety of benefits. This essay will examine current trends and the types of benefits that employees want.
What comes to mind when we hear the word “benefits”
When we think of the advantages of huge American IT businesses, we usually think of pleasures. A few examples are Facebook’s on-site barbershop, spa, and rooftop nature park. Another example is Apple’s music events.
Nonetheless, businesses that provide these one-of-a-kind items also provide for essential needs. This list would include all types of health insurance (dental and vision too). Free food and beverages, on-site laundry, gym discounts, and on-site fitness courses are all frequent perks.
Amazon has lately added covid-related perks, and Google now sells Covid test kits for use at home.
Why are benefits important?
According to a Glassdoor survey, the following are some intriguing facts:
- Around 60% of respondents feel benefits and bonuses are a major factor in deciding whether or not to take a job.
- Nearly four out of five employees (79%) would prefer new or additional perks over a pay boost.
- Younger workers value benefits more than older workers, implying that benefits are critical to the labor market’s future success.
The job market for IT professionals is extremely competitive. Companies aim to differentiate themselves from their competitors in order to recruit and retain the best staff. When it comes to determining where to apply, one factor that candidates consider is remuneration, which can take numerous forms.
An expert’s point of view
According to Federico, software companies were pioneers in implementing various perks and advantages. Other corporate companies, on the other hand, have had to catch up to meet the market demand.
Federico believes that many incentives listed in Job Descriptions are empty words.
He advocates creating a strong culture and a positive work atmosphere rather than overselling job descriptions. Some advantages become less significant if employees care about the company’s values, such as philanthropy, sustainability, and pride in being a part of the project.
“I think companies should put efforts in creating a diverse and healthy working environment (office-based or remote). When it happens, employees’ performance is much better because they feel they are being taken care of.
Many tech companies are betting for hybrid models or remote first models, so investing in fully furnished offices don’t make as much sense as they used to. Now we face the challenge to stimulte employees who work from home by offering pro-employees advantages, and this is where companies should allocate budgets.
For example, offering flexible working hours, helps to reconcile work and family life. Also, offering training allowences increases employees personal developement and pride in belonging to the company.”
What matters most to employees?
Employees have stated that health insurance is the most desired benefit in several polls. 88% of employees want better coverage, particularly for their eyes and teeth.
Furthermore, once health insurance is covered, the most valuable perks are flexible hours, additional vacation time, and the ability to work from home.
One of these advantages may be a four-day work week. 8% of young Americans aged 22 to 35 agree with this viewpoint. Bolt and Buffer are two companies that have implemented it. These businesses operate from remote locations.
Developers require time to unplug and maintain a healthy work-life balance. This graph depicts what developers between the ages of 25 and 34 enjoy most about their professions.
It’s vacation time!
Time off is one of the benefits that need more attention from companies. LinkedIn employees can take as much time off as they desire, which may surprise you. Companies do not spend money on employees who freely decide how much time off they take, contrary to popular belief. Vacation time that was not used when an employee left the company cost American businesses $224 billion.
As a result, the expense isn’t just the employee’s compensation for the untaken leave, liability is also a consideration. As a result, providing employees with limitless vacation time can benefit both the company and the employee. Two-thirds of Americans would consider taking a lower-paying job with more vacation time.
Time off work is super important for maintaining a healthy work/life balance for Federico, returning to work with a fresh mind and recharged batteries enable you to do your best work and a tired mind can lead to burnout, but Federico claims that first, we need to create a company culture with full transparency, good communication, and clear objectives, where people can grow professionally and personally and where they also have fun. Leaders are key to creating this environment and they should be able to transmit the values of the company and align all the people towards the same objectives.
Small enterprises can offer benefits
Based on our data, larger businesses have more alternatives because of their budget. For large organizations, having an on-site gym costs very little per employee, but for medium-sized businesses, it can be very costly. When it comes to collaborating with other brands or obtaining discounts from them, large corporations have more negotiation leverage.
Time off can be a problem in small organizations since each employee is responsible for a larger portion of the job. And a large corporation each team has a large number of workers who do each task.
Still, for small firms on a tight budget, the fact that employees appreciate privileges like working from home or setting their own hours is excellent news. This is because employees are not required to pay much for these perks.
Again, Federico claims that It’s critical in these businesses to create a positive work environment and to pique people’s interest in the organization. Benefits and Perks help a lot, but above all, we should build a culture where people want to pride in belonging to the company.