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The Empuls Glossary

Glossary of Human Resources Management and Employee Benefit Terms

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Corporate Perks At Work

Corporate perks at work are designed to enhance employee satisfaction, attract top talent, and create a positive work environment. They contribute to a happier and more engaged workforce.

What are corporate perks at work?

Corporate perks at work, also known as employee perks, are additional benefits employers provide to improve employee satisfaction and engagement. They are not required by law or considered necessities, but they can enhance the employee experience and contribute to a positive workplace culture.

Listen, recognize, award, and retain your employees with our Employee engagement software  

Why are corporate perks at work important?

The reasons why corporate perks at work are important:

1. Employee satisfaction and retention:

Offering perks can enhance overall job satisfaction and increase employee engagement and retention. Employees who feel valued and appreciated through perks such as flexible working hours, wellness programs, or additional vacation days are more likely to remain loyal to the company.

2. Attracting top talent

Attractive perks can help companies stand out and attract top talent. Potential employees often consider more than just salary when evaluating job offers; perks like professional development opportunities, on-site amenities, or remote work options can sway their decision.

3. Boosting morale and productivity

Corporate perks at work can contribute to a positive work environment and boost employee morale. Employees who feel well taken care of and supported will likely be more motivated and productive in their roles.

4. Work-life balance

Perks that support work-life balance, such as flexible scheduling, remote work options, or childcare assistance, can help employees manage their personal and professional responsibilities more effectively. This balance reduces stress and burnout, resulting in happier and more productive employees.

5. Health and wellness

Providing perks related to health and wellness, such as gym memberships, wellness programs, or access to mental health resources, demonstrates a company's commitment to its employees' well-being. Healthy and happy employees are more likely to perform well and contribute positively to the company culture.

6. Employee development

Perks like tuition reimbursement, mentorship programs, or opportunities for skill development and training can help employees grow personally and professionally. Investing in employee development benefits individuals, strengthens the overall workforce, and contributes to the company's success.

Are corporate perks at work worth the investment?

Whether corporate perks at work are worth the investment depends on various factors, including the specific perks offered, the company culture, the workforce demographics, and the organization's overall goals and priorities.  

Here are some considerations:

1. Employee engagement and productivity

Perks that promote work-life balance, health and wellness, and personal development can increase employee engagement and productivity. Happy and healthy employees are more motivated and committed to their work, leading to higher performance and overall organizational success.

2. Company culture and brand image

Corporate perks can contribute to a positive company culture and enhance the organization's brand image. Companies known for prioritizing employee well-being and offering attractive perks are often viewed more favorably by customers, investors, and the broader community.

3. Cost-benefit analysis

Companies need to conduct a cost-benefit analysis to assess corporate perks' return on investment (ROI). This involves evaluating the costs associated with implementing and maintaining perk programs against the benefits gained, such as improved employee retention, productivity, and reputation.

4. Employee preferences and needs

Understanding the workforce's preferences and needs is crucial in determining which perks are most worthwhile. Investing in perks that align with employee priorities can maximize the investment's impact and value.

What are the differences between corporate perks at work and employee benefits?

Corporate perks at work and employee benefits are often used interchangeably, but they refer to slightly different aspects of compensation and workplace culture.  

Here's a breakdown of the differences between the two:

1. Corporate perks

  • Corporate perks typically refer to additional amenities, services, or incentives that go beyond standard employee benefits.
  • Perks are often designed to enhance work experience, promote employee well-being, and improve morale and job satisfaction.
  • Examples of corporate perks include on-site gyms, free meals or snacks, flexible work hours, wellness programs, team-building activities, company-sponsored social events, and employee discounts on products or services.
  • Corporate perks are often seen as discretionary or optional offerings by the employer and may vary from company to company.

2. Employee benefits

  • Employee benefits are part of the overall compensation package provided by an employer to its employees in addition to salary or wages.
  • Benefits are typically more structured and regulated than perks and often include legally mandated offerings such as health insurance, retirement plans, paid time off (e.g., vacation days, sick leave), and disability insurance.
  • Employee benefits are aimed at providing financial security, protection, and support to employees and their families, often in areas such as health care, retirement savings, and work-life balance.
  • Benefits are usually governed by employment laws and regulations, and employers may be required to provide certain benefits depending on factors such as company size and location.

What are the drawbacks in implementing corporate perks at work?

While corporate perks can offer numerous benefits, there are also potential drawbacks to consider when implementing them in the workplace:

1. Cost

Offering corporate perks can be expensive for companies, especially if they include amenities like on-site gyms, free meals, or extravagant team-building activities. The financial investment required may not always yield a significant return, particularly if the perks are not valued or utilized by employees.

2. Equity concerns

Not all employees may have equal access to or benefit from corporate perks. For example, remote workers may miss out on on-site perks, while employees with caregiving responsibilities may not be able to take advantage of perks that require time away from work. This can lead to feelings of inequity or resentment among employees.

3. Potential for perceived favoritism

If certain employees or teams receive perks that others do not, it can create perceptions of favoritism or unfair treatment. This can harm morale and negatively impact on employee satisfaction and engagement.

4. Distraction from core business objectives

Focusing too much on offering flashy perks can distract companies from their core business objectives. While perks can contribute to a positive work environment, they should not overshadow the importance of providing competitive salaries, meaningful work, and opportunities for growth and development.

5. Perception of superficiality

Employees may perceive corporate perks as superficial gestures aimed at masking deeper issues within the organization, such as low salaries, poor management, or lack of career advancement opportunities. If perks are not accompanied by genuine efforts to address underlying issues, they may fail to positively impact employee morale and retention.

6. Sustainability concerns

Some corporate perks, such as elaborate company outings or expensive employee rewards, may not be sustainable in the long term, especially during periods of economic uncertainty or financial constraints. Companies must carefully consider the feasibility and long-term viability of perk programs before implementation.

7. Potential for perk dependency

Employees may become dependent on corporate perks as part of their overall compensation package. If perks are scaled back or eliminated due to budget constraints or changes in company strategy, it can lead to dissatisfaction and attrition among employees who have grown accustomed to those benefits.

How to use corporate perks at work?

The ways corporate perks work are:

  • Understand employee needs: Before implementing any perks, it's essential to understand your employees' needs and preferences. Surveying employees or conducting focus groups can provide valuable insights into what perks would be most appreciated and beneficial.
  • Offer a variety of perks: Not all employees have the same needs or interests, so offering a diverse range of perks ensures something for everyone. Consider perks related to work-life balance, health and wellness, professional development, and personal interests.
  • Communicate clearly: Ensure that employees know the perks available and how to access them. This can be done through employee handbooks, company intranets, or regular communication channels such as email newsletters or team meetings.
  • Make perks easily accessible: Streamline the process for employees to access perks to make it as convenient as possible. This could involve setting up online portals, providing clear instructions, or assigning dedicated personnel to assist with perk-related inquiries.
  • Promote a culture of appreciation: Encourage managers and leaders to actively promote and recognize corporate perks. When employees see that their company values their well-being and development, they are more likely to take advantage of available perks.
  • Seek feedback and adapt: Continuously gather feedback from employees about the effectiveness of existing perks and any additional perks they want. Use this feedback to adapt and refine the perk offerings to better meet the workforce's evolving needs.
  • Evaluate ROI: Assess the impact of corporate perks on employee satisfaction, retention, productivity, and overall company performance. Regularly evaluate perk programs' return on investment (ROI) to ensure they contribute positively to the organization's goals.

Employee pulse surveys:

These are short surveys that can be sent frequently to check what your employees think about an issue quickly. The survey comprises fewer questions (not more than 10) to get the information quickly. These can be administered at regular intervals (monthly/weekly/quarterly).

One-on-one meetings:

Having periodic, hour-long meetings for an informal chat with every team member is an excellent way to get a true sense of what’s happening with them. Since it is a safe and private conversation, it helps you get better details about an issue.


eNPS (employee Net Promoter score) is one of the simplest yet effective ways to assess your employee's opinion of your company. It includes one intriguing question that gauges loyalty. An example of eNPS questions include: How likely are you to recommend our company to others? Employees respond to the eNPS survey on a scale of 1-10, where 10 denotes they are ‘highly likely’ to recommend the company and 1 signifies they are ‘highly unlikely’ to recommend it.

Based on the responses, employees can be placed in three different categories:

  • Promoters
    Employees who have responded positively or agreed.
  • Detractors
    Employees who have reacted negatively or disagreed.
  • Passives
    Employees who have stayed neutral with their responses.

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