What benefits do employees really want?

Now that the gold-plated pension is a thing of the past, some businesses are trying to make themselves more attractive to both prospective and existing employees with enticements such as fresh fruit in the office, early finishes on employee birthdays and so-called “duvet days". But when a candidate has a choice of employers open to them, it’s unlikely that their decision will be swayed by a bowl of apples. Instead, businesses should be looking at creating career roadmaps, and providing the support and opportunity for people to advance and excel in their job, to the advantage of everyone.

Changing expectations

With employment at a ten year high and skills in high demand, workers know that they can demand more from their employer; and they expect to be rewarded in a meaningful way.  Our research shows that almost three-quarters of workers would stay with an employer that recognised and encouraged their potential, yet only 13% think their organisation does so.

By focusing on career management, businesses can provide a benefit with a near-universal appeal to their workers, while also simultaneously investing in their people and giving them the skills they need to contribute even more effectively to the organisation. This is not to denigrate other forms of employee perks: gym memberships and cycle to work schemes have their place, but they lack the universal relevance and interest of career-focused perks.