Apparently, Mo 'Money Mo can actually mean' problems when it comes to employee raises.
A recent Glassdoor survey, nearly four in five (79 percent) of employees
prefer more benefits or advantages to a raise. The most favorite benefit is the health care insurance, followed by paid holidays / vacation (37 percent), performance bonuses (35 percent), paid sick days (32 percent) and 401 (k) plan / retirement plan / pension (31 percent).
Benefits / Perks Valued More Than salary increases
Looking at those employees who said they prefer higher profits / benefits increase salary, the following highlights the advantages and / or specific benefits that employees prefer:
- health care insurance (eg medical, dental): 40 percent
- Vacation / Paid time off: 37 percent
- performance bonus: 35 percent
- paid sick days: 32 percent
- 401 (k) plan, plan and / or retirement pension: 31 percent
- flexible schedule (eg working from home): 30 percent
- business benefits (eg, free breakfast, casual dress): 19 percent
- staff development programs (eg on the job training, professional development): 19 percent
- reimbursement of tuition: 18 percent
- employee discounts: 17 percent
- Gym membership or wellness programs [:16pourcent
- shares, options and / or equity shares: 16 percent
- paid parental leave (eg maternity leave, adoption assistance) : 13 percent
- the childcare assistance (eg, child care on site, financial assistance): 13 percent
- support commuter (eg the shuttle business, commuter checks): 9 percent
- diversity program: 3 percent
Venus and Mars differs from Millennials differ boomers
More women (82 percent) than men (76 percent) prefer the advantages / benefits of a salary increase. Also, younger employees aged 18-34 (89 percent) and 35-44 (84 percent) prefer the advantages / benefits pay raises in relation to those aged 45-54 (70 percent) and 55 -64 (66 percent).
What Glassdoor said
"While the US economy continues to grow and the confidence of the labor market continues to rise, there is no doubt that he is the market of a job seeker. This is a clear signal to employers that to compete in the labor market today, there is not that wages and compensation, employers should communicate clearly nontraditional compensation. recruiters should note that touting the advantages and benefits can help win the talent of different demographics, industries and occupations, "said Rusty Rueff, Glassdoor career and expert in workplace.
what we say
the key to a good compensation package is the maximum to win. to maximize total compensation package of the employee, you need to realize the benefits and advantages that offer a better value than cash increases. A Zane Benefits, we offer the following:
- health care benefits (eg, the monthly allowance for health insurance)
- paid holidays / vacation
- performance bonuses
- pension
- office benefits
- tuition reimbursement
- Gym membership or wellness programs
- Options stock
According to this survey, we do not do well enough to compete for the best talent. Thus, in 2016, we must find a way to improve the services / benefits. Here are some ideas that we are considering in 2016:
- Unlimited / flexible PTO
- flexible work schedule (eg working from home)
- employee development benefits (eg monthly allowance for on the job training, professional development, books)
- employee discounts pre- negotiatied in national and local service providers
- support Commuter / Transport allowance (eg, monthly allowance for transit passes)
What do you think of our approach benefits / benefits in 2016?
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