We might add to Mr Lincoln’s comment that it might even be remembered longer than last year’s bonus pay out. Maybe. Professionals who design perqs and benefits programs take a cost based approach. This is appropriate. ROI is job one. These expenses need to be justified and appropriately managed. Fair enough. When is enough too much? How lavish should we be? Must it be cash?
Another perspective is to do things that are unique and surprising or not easily replicated at other places of work. Personalized. Yes. There are still costs.
Does this mean overpay people? No. Does it mean pay above margin? No. Does it mean pay above bonus targets even when goals are not met? No. In fact, this is not a compensation point or objective. Full stop. Clear your mind. Now let’s proceed.
The last few decades of evolution in the ‘best places to work’ arena resulted in escalation, in fact sometimes a war of perqs and benefits. Who doesn’t want onsite dry cleaning or car detailing? Most of these things were fine and created some value for employees. The best of these developments may not have been known, were not broad based and were done quietly. For individuals.
For example, when your employees experience a tragedy of some sort: a house fire or natural disaster impact, a death in the family – would you as a leader consider giving them a lump sum payment or specialized help to get through it? Doesn’t have to be huge – but something? In similar circumstances would you send food to their home? Other types of support? Whatever your business, if you are in the black, you have some room to do one time payments/support of some sort beyond EAP. Something personal. Memorable. Helpful. Even if your business is distressed there are options.
Does it have to be triggered by a personal tragedy? No. Does it have to be all the time? No. Does it have to cost a bunch? No. Should it be personal? Yes to the extent possible.
Food doesn’t cost a ton, relatively speaking, so things like lunches, snacks and sweets, occasionally, bring small amounts of joy into the environment (assuming your people are in the office, and if not, let’s not go there for now). The trick is to link the ‘free stuff’ to something meaningful – business results included. Personal milestones like birthdays can be tricky – make sure the person in question is ok with that kind of public celebration.
Some start ups have gone too far with in-house bars, food everywhere, video games etc. Some of that was to make up for insane hours and low pay. That’s not the point we are making here.
The point is to spend some of your excess cash, time or attention to do the unexpected, at unexpected times for chosen, meaningful reasons.
Many organizations have access to VIP experiences, sporting events etc. How widely are these things shared? Is it done systematically?
Manufacturing leaders need to work a little harder to make these sorts of things happen and in a way that works locally in their unique culture. But it must be done. Way too much is written about office denizens of late. Those that make everything and make everything work, deserve much more of the spotlight.
Pro Tip: make sure you know your people enough to know what they will enjoy and how they like to be recognized, how much attention they want and in the case of food, what they can and cannot eat. Don’t make it about you. i.e.; ‘I like golf so I will take the whole team golfing’. More on point: ‘Mary likes classical music and has been through some tough times of late. Can we quietly get her some tickets to the symphony?’
Final point: are there grumps, malcontents and miscreants that will criticize anything you do in this regard? Yes. The unhappy are amongst us. The cynical and grizzled are out there. Sociopaths make frequent appearances in all organizations. Anticipate their cries that these things are unfair, too expensive or unnecessary. Don’t let them impede your progress. If an angel appeared in your lobby tomorrow handing out free gold bars, you can bet some asshole would be making accusations that his bar was smaller than the others. It never ends.
Lessons:
For the CHRO: Ensure acts of kindness are part of your plans for the culture, and that your leaders know the expectations and available tools. You don’t have to dictate them. Ensure the process exists to support them and that outcomes are high quality. Prepare for push back on ROI. You are on solid ground to say ‘because we can’, but trends in personalization are everywhere. Inform and educate your teams.
For Leaders: you should own the topic of how and when to be kind and understand company resources and approach, but you need to be thoughtful. Remember the point about not making it about yourself. If you do, you may do more harm than good.
For Employees: don’t wait for the bosses to be kind and supportive to one another. In the end you own the culture as much as they do. Remember your mom’s advice? Do unto others as you’d have them do unto you.
To all: Merry Christmas, Happy Hanukka and Happy Holidays. Do something good for others.