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Writer's Block: Perks of the Job
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Obviously, in difficult economic times, any employer who is unable to give raises, also cannot afford any other sort of perk that would involve additional money.
Some of the more obvious answers would be provision of services at cost rather than the reduced rates that are common. For example, an internet company could provide it's employees service not just at a reduced rate, but at cost as a part of their employment package. A company who supplied computer parts could allow employees to buy part not just at a 25% discount per se, but at cost. The company then demonstrates that while it can't compensate monetarily any better, it can at the very least NOT make money off it's employees when they buy things.
Unfortunately, a lot of companies do just the opposite. My first job for instance sells fountain drinks to our customers for a price, and then they get free refills. Employees however pay the SAME price, not our normal 25% discount, and then we do NOT get free refills. How in the world is it right for the company to make MORE money off employees than they make off of regular customers?
Other things could be things like, allowing regular employees to have access to things that are normally reserved to executives. For example, if a company has a gym or pool that Execs normally get to use, but regular grunts normally don't, they could open it's use up, and do away with elitism in the workplace during troubled times. Feelings of equality with uppers improves morale enormously among the ranks lower on the chain of command, which improves production. Another example (which might seem simple but also has to do with priveleges that upper ranks have but lower do not in my company) would be something as simple as allowing employees to have direct deposit to save them a trip to the bank every week. At my first job, only managers and up get direct deposit. Regular hourly employees, even shift managers do not have that 'privelage'.
Improving workplace morale goes a long way towards helping Employees feel better about things when the economy does not allow a company to give raises. Have company lunch meetings occasionally, where employees are encouraged to bring in a covered dish. Make the meeting have a festive feel to it, and allow a free flowing of ideas without fear or reprisals if an employee has an idea or criticism of a practice that a higher up does not agree with. Managers and execs should mingle freely with with regular employees and have a free sharing of ideas. It makes an employee feel more invested in the company, and have a better understanding of the financial situation, rather than leaving them feeling like grunts who are being refused raises just becuase the company is to greedy, and the execs just need more money for themselves.
If raises are not possible, the company should NOT spend exhorbitant amounts of money on anything else either. They need to demonstrate that they are cutting back on other spending, while doing its best not to take away from the employees. For example, if the company normally has a weekend getaway in a nice resort for everyone once a year, they chould instead have a company picnic in a state park or some other free or low cost venue. Encourage employees to bring in dishes and munchies, games from home and just have a good time close to home. Maybe it can still be a weekend getaway, but instead of $150 rooms for the night and clearing out first thing in the morning after the big party, camping can be had in most state parks for a few bucks a site if that, and the picnic and games can continue on into the next day before everyone clears out.
The important thing is making the employees feel like they are part of the solution, help to increase production without making the producers of the company feel like they are just being asked to do more without additional compensation.
Obviously, in difficult economic times, any employer who is unable to give raises, also cannot afford any other sort of perk that would involve additional money.
Some of the more obvious answers would be provision of services at cost rather than the reduced rates that are common. For example, an internet company could provide it's employees service not just at a reduced rate, but at cost as a part of their employment package. A company who supplied computer parts could allow employees to buy part not just at a 25% discount per se, but at cost. The company then demonstrates that while it can't compensate monetarily any better, it can at the very least NOT make money off it's employees when they buy things.
Unfortunately, a lot of companies do just the opposite. My first job for instance sells fountain drinks to our customers for a price, and then they get free refills. Employees however pay the SAME price, not our normal 25% discount, and then we do NOT get free refills. How in the world is it right for the company to make MORE money off employees than they make off of regular customers?
Other things could be things like, allowing regular employees to have access to things that are normally reserved to executives. For example, if a company has a gym or pool that Execs normally get to use, but regular grunts normally don't, they could open it's use up, and do away with elitism in the workplace during troubled times. Feelings of equality with uppers improves morale enormously among the ranks lower on the chain of command, which improves production. Another example (which might seem simple but also has to do with priveleges that upper ranks have but lower do not in my company) would be something as simple as allowing employees to have direct deposit to save them a trip to the bank every week. At my first job, only managers and up get direct deposit. Regular hourly employees, even shift managers do not have that 'privelage'.
Improving workplace morale goes a long way towards helping Employees feel better about things when the economy does not allow a company to give raises. Have company lunch meetings occasionally, where employees are encouraged to bring in a covered dish. Make the meeting have a festive feel to it, and allow a free flowing of ideas without fear or reprisals if an employee has an idea or criticism of a practice that a higher up does not agree with. Managers and execs should mingle freely with with regular employees and have a free sharing of ideas. It makes an employee feel more invested in the company, and have a better understanding of the financial situation, rather than leaving them feeling like grunts who are being refused raises just becuase the company is to greedy, and the execs just need more money for themselves.
If raises are not possible, the company should NOT spend exhorbitant amounts of money on anything else either. They need to demonstrate that they are cutting back on other spending, while doing its best not to take away from the employees. For example, if the company normally has a weekend getaway in a nice resort for everyone once a year, they chould instead have a company picnic in a state park or some other free or low cost venue. Encourage employees to bring in dishes and munchies, games from home and just have a good time close to home. Maybe it can still be a weekend getaway, but instead of $150 rooms for the night and clearing out first thing in the morning after the big party, camping can be had in most state parks for a few bucks a site if that, and the picnic and games can continue on into the next day before everyone clears out.
The important thing is making the employees feel like they are part of the solution, help to increase production without making the producers of the company feel like they are just being asked to do more without additional compensation.