5 Non-Monetary Benefits to Highlight in Your Next Job Ad
Happy employees make for a better, more productive workplace. It’s the type of thing that we all know implicitly, and yet a recent Gallup poll indicates that a majority of American employees still count themselves as “disengaged” from their jobs.
But engaged employees are your difference makers. They’re the ones who motivate their peers to perform well, and who show up to work excited to start the day.
Not only does having engaged employees lead to a 21% increase in profitability, but highly engaged businesses also show a “41% reduction in absenteeism and a 17% increase in productivity,” according to Gallup.
But how do business owners achieve high engagement at their workplaces? By letting their employees know that they and their contributions are valued. Here are some ways that you can show your job candidates (and your current employees) how important they are to you.
1. Benefits and Perks
Top job candidates are attracted to positions that offer great benefits. Yes, this means the standard offerings like health, vision, and dental insurance, but it can also cover some other perks that come with working for your business.
Some insurance carriers offer incentive programs for healthy living, through which employees can earn prizes such as gift cards or other items. Other things you can highlight include flex spending accounts, free or discounted parking, and gym memberships, to name a few.
2. Work-life Balance
Many great employees appreciate the opportunity to perform at their peak while they’re at work, and then leave that work at the office when they go home. If your business makes an effort to support a healthy work-life balance for your employees, demonstrate that in your next job ad.
In addition to any vacation time you offer (on top of whatever might be mandated by your state or local government), employees might be interested to know if you have a flexible work schedule, operate on a four-day workweek, or provide access to child care, for instance.
3. Educational Benefits
Great candidates want to know that the company they work for supports their long-term goals and career development. Show that you are dedicated to supporting your team’s goals by outlining any educational benefits you offer your employees.
Will you pay for certain educational events outright? Will you reimburse for the cost of courses or tuition? Do you regularly attend any educational events as a group? Will you help support any specific certifications or licensing events or expenses? Each of these items could be the thing that distinguishes your business from competitors in the eyes of applicants.
4. Company Culture
Do your mission and values statements set you apart from other businesses in your industry? Your company’s motivational focus and priorities could help you to attract difference makers who align with those principles.
Perhaps you’re a technology-centric practice, or you provide a “safe place to fail” for employees who enjoy challenging themselves on a regular basis. Do you take part in any group outings that might inform candidates about your company’s culture? Or maybe you provide snacks, regular paid lunches, flex space for thought-gathering, or team volunteer opportunities.
5. Rewards and Incentives
A study by employee motivation firm, Make Their Day, suggests that 70% of employees feel that their most meaningful recognition at work had no monetary value. What’s more valuable than money, you ask? Feeling like you matter. That’s what.
If you have a method of motivating your employees outside of providing monetary bonuses, it might behoove you to mention that in your job ad. Giving out annual office awards (think “reason to hold an award ceremony,” here), having regular get-togethers outside of the office, and celebrating birthdays and work anniversaries can make a significant difference in your ability to keep your employees motivated and engaged. Such incentives can help to distinguish you from competitors. It could also be the motivation your team needs to take their work to the next level — or all your applicants need to decide that your practice would be a pretty cool place to work.
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