6 Modern Office Perks Employees Want (& Those They Don’t)

When competition for top talent is high, companies must look for ways to differentiate themselves by attracting new hires and retaining existing employees. Corporate perks and benefits have long been seen as a way to stand out.

But as organizations implement these modern office perks, the question remains: What benefits do employees value most?

It is becoming increasingly important for business leaders and HR professionals to optimize perks and the best company benefits, zeroing in on what it is that leads to satisfied employees. Using data from our recent Talent Retention Report, we’ll look at six modern office perks employees want and those they don’t.

The 6 Best Company Benefits that Employees Want

For our 2023 Talent Retention Report, we surveyed 3,710 U.S. workers from 57 industries about what their employer could offer to keep them from accepting another other job. Here are the top perks – aside from monetary and personal benefits like a pay raise, promotion, new position, or performance feedback – that you can leverage to attract and retain employees across your organization.

1. More Flexible Schedule (29.4%)

The modern-day employee is extremely busy, and with an increasing number of family households being run by two income earners, flexible scheduling can be a game-changer. Allowing employees the ability to pick up their kids from school, attend a doctor’s visit, or even set their hours based on their personal preferences can go a long way in keeping employee morale high.

2. Clear Growth/Advancement Opportunities (28.6%)

A pay raise will always be appreciated (and chosen by 53.3% of our respondents); however, of the top seven perks rated by employees, five have nothing to do with earning more money. In fact, ranking in third place is the ability to grow or to see career advancement opportunities.

For HR professionals, it is critical to assess what paths for growth currently exist within your organization. Implementing mentorships, building an internal job board, and putting together advancement paths are all ways of helping employees see a long-term trajectory of growth with your business.

3. Training and Professional Development Opportunities (27.7%)

Similar to growth and advancement opportunities, employees see training and professional development as a perk worth sticking around for. Investing in training courses, allowing employees to attend industry conferences, and implementing measurable development goals can create a sense of growth and belonging.

4. Meaningful Employee Recognition (24.1%)

Employees are looking for meaningful recognition in the workplace. However, don’t confuse this for a simple “Employee of the Month” plaque on the wall. Recognition needs to be specific and consistent in order to be meaningful, and you should recognize employees based on their individual preferences. Some may like the spotlight, while others may not.

5. Remote Work (23.4%)

Despite the pandemic being largely behind us, there is still a high desire to have remote work options. Employees want to be trusted to get their work done while still navigating their daily lives.

6. Mental Health and Wellness Benefits (12.6%)

The pandemic also caused workers to put a higher priority on their overall wellness and work/life balance. Show your team that you care about them as people and want to support them beyond the workplace with perks like an employee assistance program, gym membership reimbursements, or subscriptions to meditation apps and tools.

Ditch These Perks

On the flip side, these perceived benefits are often seen as a band-aid approach to fixing larger employee satisfaction problems.

• Unlimited Vacation: Commonly used as small business employee benefits, giving your employees unlimited vacation sounds nice on paper, but in reality, it often actually results in more anxiety around taking days off. When employees have a set number of days that are expected to be paid time off, they feel free to use them without the fear of being perceived as slacking off. Opt for a generous PTO policy instead of a vague vacation plan.
• A “Fun” Company Culture: Foosball tables, beer kegs, free meals, and company parties might seem like they will turn your organization into a fun place to work, but realistically, most professionals would much rather be offered growth opportunities, fair wages, and flexibility in their work rather than a party-at-work vibe.
• A Special Title: Trying to make your employees feel more important by slapping a special title in front of their name won’t create long-term happiness. Professionals would rather see realistic advancement and meaningful job titles that accurately reflect the work they do and their level of responsibility.

Retaining your employees is critical to the success of your business. Check out more articles on retention strategies in our Employer Resource Center.