Benefits at work support motivation … is this a myth?!
Benefits at work are the standard of many companies in Poland today. Especially younger employees treat additional benefits as a matter of course, which they are entitled to on the same terms as remuneration. Also, the so-called Herzberg’s theory says that together with timely salary or security, benefits at work are included in the group of so-called “Hygiene factors”, which are absolutely fundamental issues in any organization.
Benefits at work and motivation
According to Herzberg’s concept, hygiene factors do not motivate to work, but instead eliminate possible dissatisfaction. Therefore, they are necessary to start building employee motivation, commitment or loyalty towards the organization at all. Such elementary things as company policy, safety in the workplace, or even working conditions – the standard of the office, equipment and provision of the necessary tools are matters that employers should deal with first and never neglect them. Herzberg also included benefits to such absolute basics, which may come as a surprise to many … After all, it is commonly said that benefits at work build motivation and commitment of employees. According to Herzberg, benefits alone do not directly affect motivation, but without them and other hygiene factors we can do nothing more.
Benefits at work as a magnet for candidates
What not to say about benefits, they are still of great importance at the stage of looking for new employees! Even with such limited space as the content of the short recruitment advertisement, the vast majority of employers decide to describe in detail the benefits that they offer to their employees. Some resign from writing in mission and vision announcements, from specifying the specifics or activities of the company. Tasks and requirements for specific positions are listed in several literal points … but not to mention the benefits? It is unimaginable today – the benefits have become an elementary part of the offer that employers submit to their job candidates.
Can benefits at work, however, motivate?
Since we already run a benefits program in the company, it is worth taking a look at them and using them to the best of them, for the benefit of both the company and employees. If we assume, in accordance with the aforementioned two-factor theory, that motivators in the workplace include recognition, scope of responsibility, achievements, promotion and the possibility of personal development, then completely new possibilities for influencing employee involvement open up before us. We’ve included a lot of them in our article on employee motivation on our blog. Interestingly, although in theory somewhat contradictory to Herzberg’s concept, benefits at work are also excellent tools if we choose them according to the person and occasion, and we will properly communicate:
Recognition can be expressed for an employee’s non-standard activities in many ways – for example in public, with other team members, and by subsidizing his or her trip to Morocco. Such a trip will be remembered for a long time and always associated it with a reward for the commitment! Personal development mentioned earlier is after all training and courses or postgraduate studies, which can be proposed by the employer. Support for personal development is also manifested in the daily care that the company surrounds its employees – in talking about health and an active lifestyle, in funding for medical care or meals. To facilitate participation in sports activities by organizing them in the workplace or a good range of sports cards for employees and their loved ones.
Well-managed benefits at work will rise above the standard – since companies are interested in non-standard customer service today, why not treat employees in this special way? Benefits at work give you thousands of possibilities! See how to use them using the MyBenefit Cafeteria – arrange a presentation of the platform and talk about the best non-wage benefits on the Polish market!