Small perks carry weight in the office

By Laura Raines

For the AJC

Given today’s challenging times — including job insecurity and work-weary employees asked to do more with less — can small perks make a difference in the workplace?

“Yes! Simple rewards can go a long way in attracting, motivating and retaining needed talent. Three out of five workers feel more motivated to do their best work when provided with perks in the office,” said Bob Nelson, an authority on work force motivation and author of 1001 Ways to Reward Employees and Keeping Up in a Down Economy.

In a recent survey developed by Nelson and Keurig Inc., a coffee-brewing systems company, 37 percent of employees also said they would rather have free, fresh gourmet coffee provided in the office than an annual holiday party.

“People said it raised morale and helped them save money,” said Nelson.

Siegel and Dolt Comprehensive Dental Care installed a coffee/tea brewing system in the reception area in 2002 for employees and patients. Laura Reynolds, dental hygiene coordinator, who drives 80 minutes to get to the office by 7 a.m., looks forward to that first cup. She likes a “pick-me-up cup after lunch,” and often grabs a cup for the drive home, as do many patients after their appointments.

“Everyone appreciates the beverage center. The system is fast, convenient, and people can choose their favorite flavor,” said Elizabeth Daniell, practice manager. “A lot of places have coffee in the break room, but this way it’s a perk for employees and patients, and gives them an opportunity to interact informally.”

Siegel and Dolt’s 16 employees have good health benefits, a 401(k), uniform allowance and bonuses, but Reynolds said that it’s the smaller, sometimes intangible perks that make the office “feel like a family.”

“We begin every day with a 20-minute morning huddle, where we review our schedule. The doctors always have a motivational reading or video that brings everyone together as a team,” said Daniell. “Our days can be long and stressful, but this gives us something positive to focus on.”

“Dr. Harris Siegel has this red rubber ball, and he’ll toss it to one of us and ask us to tell the best part of our previous day. It can be personal or work-related. The ball gets thrown to everyone,” said Reynolds. “You really get to know people better when you hear them talk about their patients and families.”

The practice also provides lunch-n-learn sessions for employees, created a small exercise area and encourages continuing education. The office closes annually during the three-day Hinman Dental Conference and pays for staff to take classes.

“All of these things just give me a really good feeling about working here,” said Reynolds.

“It’s the job of management to find out what matters to people and align the perks with those values. Surprisingly, many of the perks that have the greatest impact are small things or intangibles that cost nothing or very little.”

A simple “thank you” can be a powerful connection, he said.

“This is a rich area to mine — a thank you can be a word in the hall or in front of a meeting. It can be a voice mail, e-mail, letter or mention in the company newsletter. If we don’t step back and thank people, we’re missing a huge opportunity to make work a better place,” said Nelson.

One company celebrates good news as it happens, by acknowledging a major sale with a shower of confetti and a balloon. “It’s fun and builds momentum on the team,” he said.

“Time itself can be a huge reward,” he said. “Knowing its employees were overworked and stressed, one company gave everyone two ‘I don’t want to get out of bed days.’ Management said, we don’t know when you really need time off to replenish — you do.”

Flexible scheduling and working from home can be powerful rewards.

Career development is a benefit that managers can give by listening to employees, knowing their talents and goals, and making assignments accordingly.

“People are happier and more productive when they’re working on something they care about,” said Nelson. “Asking for input and advice, and keeping people posted on company plans lets employees know that you value them.

“If you don’t know what matters to people, ask. You may be surprised at the ideas.”

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