A Surviving Facts Blog
A company doing it right?
Here’s a pro-company post- or mostly pro. As we know, many companies are ending work from home arrangements. Many reasons exist. Some mandates are necessity because certain regulations- for example in financial services- require secure systems that can only be guaranteed in in-office settings. Other mandates have to do with commercial real estate value as well the financial and social health of our cities. Still others are more about managers wanting their employees to be physically visible for creative or development reasons. Some companies just don’t trust their employees to work hard without physical supervision- in spite of the fact that productivity did not decrease while employees worked from home. This is the “employees as children” perspective, and it’s leading to loss of talent for these companies. A lot of companies are embracing hybrid approaches or forgoing real estate costs in favor of virtual work forces. Clearly, there’s not a one size fits all approach.
I have read many examples of poorly done return to office mandates. That’s not what I’m covering today.
A close friend of mine received a return to office mandate last fall. The reason was for regulatory compliance (can you imagine FINRA having to inspect everyone’s homes?)- so there was a necessary reason. But this company- which I won’t name- handled their employees’ return to work with perks that made employees want to come back to the office.
Because there was a regulatory impetus, this company could have done nothing more than a mandate. But they did more.
They were in the midst of an office move, which provided opportunities. The employees returned to new offices with new office furniture, remodeled bathrooms and upgraded conference rooms. Nice.
But the company also introduced nice-to-haves that hadn’t existed before. Here’s a sampling:
- An at desk neck massage service
- A coffee bar cart to come to your desk to make your favorite concoction
- A snack nook on every floor with fresh fruit, granola bars and other goodies
- An ability to order a homemade lunch from the cafeteria to be delivered to your desk- and when I say homemade meal, I mean a choice of baked fish, steak or chicken (there’s a vegetarian option too).
- An upgraded cafeteria with a sushi section, a daily hot meal selection and the usual sandwich choices.
- A concierge service that can take care of some of your “to do” list.
Not all of this is free. You’ll pay for some food, beverage and other services. Some services simply require tipping with the company covering primary costs. Others are free. And best of all, these services are available to all.
This is the only example I’ve heard in which a company has brought back employee perks popular 20-40 years ago. Companies have been pushing productivity for eons. There was a time, however, when companies realized- so they could attract and retain the best talent- that they needed to demonstrate employee appreciation. This appreciation came from services and conveniences just like the company in my example is using. It does seem to be working. Turnover is low and productivity is high. My friend has been hiring employee after employee for their growing team. Isn’t it nice to hear some good news?
I know the company gains from people not leaving their desks, not having to go off site for food or to pick up laundry. But in this case, the employee does gain a simpler life, less time running during the day while also trying to meet deadlines. My friend doesn’t work until late at night. She makes her 5pm train most days of the week.
I once worked for a similar company. One of my favorite perks was when a nurse would come onsite in early fall so you could get a free flu shot. Onsite food service also meant I could work through lunch so I could catch the bus in time to get my kids from daycare.
As companies have tightened bottom lines, perks like these have been positioned as frivolous. I have another friend whose company took away all coffee machines because employees could pick up their own coffee. Coffee is an expense, but available and free coffee is a pretty easy way to show employee appreciation.
At most companies today, all of these benefits and perks are gone. You are “lucky to have a job.” Appreciating employees has become too expensive. But the optics are poor. The pay gap between the CEOs and average employees has widened. When a CEO makes several million, plus bonus, plus an apartment, transportation, maid services, even golf fees, but a company does little for employee appreciation, the message is clear: you don’t matter. Some of these CEO perks- which the CEO could pay for- could pay for coffee, a lunch room, etc.
On-site employee perks create a better work environment, a happier employee and loyalty. These lead to lowered costs of employee recruitment and replacement. Productivity goes up- everyone gains.
Sadly, this is not where most companies are these days. They have lined up behind the Trump administration’s pro-corporate, anti-employee (lack of) value system faster than ants on watermelon at a picnic. While my friend’s employer is far from perfect, at least they are trying to show employees they care. So far they also are holding firm on DEI. I do wonder if they will eventually succumb. I’ll let you know if they do.
I would love to hear from you, even if, especially if, you disagree. Perhaps we can bring back the American tradition of debate. Please like and share this blog with others. Subscribe to receive it by email and go directly to the Walk the Moon website to peruse the full collection of articles and updates. You can email me from the Walk the Moon website as well.
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