What benefits employees look for when job searching

What benefits employees look for when job searching


TOGETHER AND WE WILL TALK A LITTLE MORE ABOUT SOME OF THE OTHER GREAT THINGS THEY HAVE GOING ON AT THE RESTAURANT. BACK TO YOU. THIS MORNING, WE ARE TO EXPLAIN A NEW JOB, AND HERE TO EXPLAIN MORE IS REBECCA. GREAT TO HAVE YOU BACK. WE ALWAYS LOVE WHEN YOU JOIN US BECAUSE YOU CAN HELP US IN A SENSE TO WORK OUR WAY THROUGH THE WORK TWICE IF WE HAVE QUESTIONS OR CONCERNS ABOUT ANYTHING RELATED TO OUR PROFESSIONAL LIVES, SO LET’S GET RIGHT TO IT. WHAT EXACTLY DOES THAT MEAN AND WHAT DO WE NEED TO KNOW? THESE PROGRAMS MEAN DIFFERENT THINGS TO DIFFERENT PEOPLE, BUT COMPANIES TEND TO PUT THEM IN THREE CATEGORIES. THE FIRST THING IS GYM MEMBERSHIPS, THINGS LIKE THAT. THE SECOND BEING FINANCIAL, WHICH WOULD BE THE STUDENT LOAN REPAYMENT OPTIONS OR FINANCIAL PLANNING ASSISTANCE. THE THIRD WOULD BE MENTAL. STRESS REDUCTION, THINGS OF THAT NATURE. WE NEED TO BE MINDFUL BECAUSE THEY ARE ALL CONNECTED TO OUR OVERALL WELL-BEING, SO TO SPEAK. IF WE CAN BE AT THE TOP IN EACH OF THOSE, WE ARE GOING TO BE BETTER EMPLOYEES. LET’S TALK ABOUT PERKS, INFANTS, AND BENEFITS. BENEFITS ARE TYPICALLY THINGS LIKE HEALTH INSURANCE THAT ARE OFFERED TO PRETTY MUCH EVERYBODY. IT’S NOT CASH BUT IT’S NOT BASED ON PERFORMANCE OR ANYTHING LIKE THAT. PERKS TEND TO BE THINGS LIKE A DESIRED PARKING SPOT THE ABILITY TO TELECOMMUTE AND THOSE ARE TO BE TIED TO PERFORMANCE. AND THEN THERE’S INCENTIVES THAT ARE USUALLY BONUSES, SOMETHING FINANCIAL THAT IS A REWARD FOR PERFORMANCE OR SOMETHING ALONG THOSE LINES. THESE TEAM MEMBERS REALLY NEED TO KNOW THAT THEY ARE VALUED, WHICH REALLY LEADS ME INTO THE NEXT SEGMENT. IT REALLY CAN HELP WITH RETENTION AND KEEPING EMPLOYEES IN-HOUSE AND WANTING TO GROW WITH THE COMPANY. COMPANIES DEFINITELY NEED TO BE COMPETITIVE IN TERMS OF WHAT THEY OFFER IN THIS REGARD. SALARY RIGHT NOW IS OBVIOUSLY A VERY IMPORTANT FACTOR WHEN MAKING A CAREER DECISION, BUT IT ISN’T ALWAYS THE MOST IMPORTANT THING ANYMORE. PERKS AND BENEFITS ARE HEAVILY WEIGHED WHEN PEOPLE ARE DECIDING TO STAY WITH OR GO TO A NEW JOB. WE TALK ABOUT THE EMPLOYEE EXPERIENCE WITH REGARDS TO THOSE BENEFITS, BUT FROM A MANAGERIAL PERSPECTIVE, IF SOMEONE OUT THERE IS WATCHING, HOW DO WE KNOW WHICH THINGS WE REALLY SHOULD OFFER? DO WE HAVE TO WEIGH THE PROS AND CONS? FOR SURE. IT’S IMPORTANT IF YOU’RE GOING TO OFFER SOMETHING THAT IT HAS TO BE VALUED BY YOUR STAFF AND WILL BE TAKEN ADVANTAGE OF BECAUSE OTHERWISE IT’S A WASTE OF TIME AND ENERGY. TALKING TO PEOPLE CONSTANTLY, CONDUCTING A SURVEY OR DOING RESEARCH, WE PRODUCE A SALARY GUIDE THAT GIVES IDEAS LOCALLY AND NATIONALLY ON WHAT OTHER COMPANIES ARE DOING THAT ARE SUCCESSFUL IN THAT AREA. AND REVERTING BACK TO THE EMPLOYEE PERSPECTIVE, WHEN IT COMES TIME TO NEGOTIATE A NEW CONTRACT, HOW DO WE KNOW WHICH ONES WE SHOULD BE CHAMPIONING FOR? YOU NEED TO UNDERSTAND WHAT IS OUT THERE, WHAT DIFFERENT COMPANIES ARE OFFERING THAT YOU COULD ASK FOR SOMETHING THAT IS REALISTIC AND YOU ALSO NEED TO UNDERSTAND WHAT IS NEGOTIABLE AND WAS NOT. HEALTH BENEFIT COSTS ARE NOT GOING TO BE NEGOTIABLE, TIME OFF MIGHT BE. HOW DO WE TALK TO HER SUPERVISOR OR SOMEONE AT THE TOP FOR IMPLEMENTING THESE PROGRAMS? HOW DO WE INTRODUCE THAT TOPIC? DE ANY KIND OF ONE-ON-ONE IS DEFINITELY A GOOD OPPORTUNITY TO DO THAT. THE PERSON YOU’RE TALKING TO MIGHT NOT BE ABLE TO IMPLEMENT IT, BUT THEY COULD PUT YOUR IDEAS UP TO HR OR A LOT OF COMPANIES OFFER SURVEYS SAY YOU CAN ANONYMOUSLY GIVE INPUT ON WHAT TO BE HELPFUL. I’M TRYING TO NEGOTIATE A LIMO DRIVER INTO MY NEXT CONTRACT. SOUNDS REALISTIC. ALWAYS A PLEASURE COVERING THESE VERY IMPORTANT TOPICS.