TRADITIONALLY, company perks have taken the form of an annual bonus, or corporate shares. Today’s employees, it seems, expect more from the human-resources (personnel) department. Not only have perks become bigger, they have also shifted in focus. PAs and secretaries, for example, are much more interested in free gym membership than a company car.
“We have definitely seen a change in attitudes towards company perks and benefits,” says Jenny Davies, director of Brighter Prospects, a PA and secretarial employment agency. According to its 2005 poll, gym membership ranks higher than more traditional financial bonuses, including free parking or store vouchers and bonds.
It’s not just straight gym membership that is tempting PAs and secretaries to some companies over others. At the software company BEA Systems, for example, body- conditioning, t’ai chi and Pilates are on offer, hosted by various managers at the company. This unusual measure is intended to break down hierarchies between staff and employers.
Cynics might argue that such perks are a poor substitute for proper work-life balance, where adequate fitness should be easier for staff to attain. But as the jobs market becomes more buoyant, it seems as though employers see perks as a value-added service to attract the best staff.
The pharmaceutical giant AstraZeneca, for example, offers a “mix and match” system of perks for staff, in an effort to maintain recruitment standards. New recruits receive core benefits such as a pension fund contribution, to which they can add additional perks, including a new computer, a better company car and extra holiday.
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In terms of a comprehensive perks package, however, smaller companies often have more flexibility to reward staff. Though they may not be able to match the generous golden handshakes of some larger recruiters, employers such as the drinks maker Innocent provide an enviable list of benefits. Staff receive a free daily breakfast alongside weekly yoga classes, and monthly massages. The company also runs staff outings such as snowboarding trips, and provides interest-free loans and study grants. And staff can also apply for a £1,000 scholarship to do something “life-affirming”, ranging from learning to drive to cycling across Africa.
At a time of ever-lengthening working hours, perks have become a useful way for companies to introduce fun and relaxation to staff rewards. And perhaps gym membership offers greater benefits in the long run.