Fortune's 100 Best Companies: What Perks Matter?
The inner-chat channels at BetterWorks are on fire today with Fortune's just released 100 Best Companies to Work For list.
The feature includes write-ups of all 100 companies as well as lists outlining top companies by state, size, job growth, least turnover (SAS Institute takes that prize), and best paying.
While there are a number of criteria required to make the cut (questions about pay and benefit programs, hiring practices, methods of internal communication, training, recognition programs, diversity efforts, job satisfaction, and more) there's one category we're especially keen on hearing about - company perks.
This annual list clearly demonstrates that perks matter, just ask Google. In fact, perks matter so much when it comes to keeping employees happy and engaged, that Fortune dedicated an entire category to "Best Perks". This section includes spotlights on cool health benefits, child care, work-life balance, sabbaticals, unusual perks and even an interactive perk finder.
Interestingly, the percentage of companies offering gym discounts fell from 74% to 61% over the past year. A sign of tightening budgets. Even more of a reason to use BetterWorks. Companies can pass on the discounts found in our perks platform without spending the time or money to manage themselves.
We asked the folks at the office which companies had stand-out perk offerings that caught their eye. Here's what some had to say:
I think the Veggie Garden at Southern Ohio Medical Center is neat. I'm a big fan of Farmer's Markets and like the idea of bringing a piece of that into the office. At BetterWorks we always go through the fresh fruit and veggies first. Not every office can have their own garden but we are doing our part to help offices keep employees healthy. We now have "Healthy Surprise" option on the BetterWorks perks platform where boxes of gluten free & vegan (yet still yummy) snacks are shipped to homes and offices. - Michelle, Vendor Sales
I really like the monthly "Hero" award program at Zappos. They give each employee $50 a month to reward to a colleague, which makes me think of how we're helping companies do this with Bonus Bucks. Management then sifts through the list of people who received a co-worker given bonus to pick a winner who is given a very public acknowledgement for the honor. It's clear that companies who create programs that encourage peer recognition and involve management to help celebrate come out on top. - Mike, Customer Relations
I respect Salesforce's holistic approach to employee happiness - they give paid time to spend on philanthropy, pay well, are located in SF because their employees wanted to live in a fun place and have a good work-life balance. They also listen to employees. I like the story of the sales team stealing snacks from other departments and management responding with a company-wide snack upgrade. It shows that to create a culture that tops lists, like 100 Best Companies, it pays to listen to what employees want instead of creating programs without feedback or insight. It reinforces what we're fostering at BetterWorks - better understanding between management and employees, and reflective perk, reward and recognition programs that people actually want and enjoy. - Misha, Vendor Sales
I was drawn to Everett Clinic's write-up about employees sending each other "herograms" that can be used for time-off or cash. This is a fundamental example of employee recognition and how it impacts a workforce. It's noteworthy that several companies were specifically highlighted for peer recognition efforts. It demonstrates this type of program works, and is on the rise. - Akash, Account Management
REI (Recreational Equipment) tops my list. They are a stellar example of walking the talk of life-work balance and programs that accurately reflect the corporate brand. They turn every employee into an REI brand ambassador by encouraging a love for the outdoors through sabbaticals, free equipment rentals, and a 30% discount on merchandise. The activities and programs they create directly map to their core values, something not enough companies take time to ensure. - Matt, Marketing
To see the complete list visit Fortune.
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