With 2022 coming to an end, it’s an opportunity for strengthening: looking at the year gone and seeing what improvements can be made in the following. Regardless if you’re ready to hire or not, you should always be aware of the employee perks that are being sought after. In addition, it’s essential to understand what you should be offering. Knowing what you should provide and where you can pull back can be the difference between hiring your dream employee and, sadly, missing out.

Although employee perks aren’t everything and shouldn’t make up the job as a whole, they still matter. So we’ve listed below the top perks employees are looking for going into 2023.

Flexible working arrangements

COVID has almost reshaped every area of our lives, including influencing how we now work. Companies are expected to be accommodating and offer a flexible work-from-home or remote work scenario. Even though we’re out of the worst of it, this is a perk that employees actively seek and will continue to in the future.

If your company isn’t in a position to be offering a full work-from-home role, consider a hybrid role. Embrace the world of a virtual workplace. That way, you can still provide the perk of working from home but maintain a personal connection when employees come into the office.

Health Insurance

Although, it’s not as popular in Australia and isn’t viable for all companies, employer-sponsored health insurance is a great perk. For those that can squeeze it into their budgets, we highly recommend you do. Health insurance companies usually work with small to medium-sized companies to provide health insurance deals. It is an initial expense, but it pays off in the long run. In addition, offering health insurance shows that you have a genuine interest in the health and well-being of your staff, and can potentially reduce the risk of absent employee days.

Time in lieu

As we mentioned previously, being accommodating to a work-life balance is now practically a given. Offering time in lieu is a perk that employees are looking for. Depending on what your company is capable of offering, it’s worth taking the time to see if it’s a perk you can add.

Discuss with your employees what they would prefer depending on your company’s policy and where you can allow it. If they wouldn’t choose the time in lieu, then don’t offer it. Importantly, it’s about listening to what your employees want. Give them a chance to be honest and open, and go from there.

Upskilling support and guidance

We’re slowly transitioning from leaving the time when jobs had been cut in half to now entering a period known as the ‘great job boom’. So it’s no surprise that upskilling is on trend. Giving employees the opportunity to upskill within the workplace makes them feel valued. They know that you’ve put time and money into offering a variety of learnings. Upskilling doesn’t have to mean sending them on a 10-week course in the woods to improve their decision-making skills. However, some presentations from skilled experts or a day course in the office is a great way to improve the team you’ve already got – without personally facing the elements.

Family-focused benefits

The culture of working parents is becoming more prevalent in society, and family-focused benefits are becoming a perk that employees actively seek to accommodate their lifestyles. Similar to flexible working arrangements, it’s expected that companies focus on what they can do to assist working mothers and fathers.

Give your employees the chance to pick up their kids from childcare at 3 pm and then finish the rest of their working day from home. If you’re already offering a hybrid working-from-home model, this is a great start and one that families with two working parents will appreciate. Also, when it comes to working mothers and fathers, having some empathy for them goes a long way. They’re trying to figure out a brimming work-life balance, which is definitely tricky to juggle.

Ask your employees what they want

No, this isn’t a trend. However, asking your potential employee what perks are favourable to them will speak volumes. Not only will this show you have a care for their needs and appreciation, it can also help you as a company to distinguish between the perks that are worthwhile and those that aren’t. Like completing a job interview, honesty should come from both parties, so be upfront about what you can offer in the long run.

While many of these perks come at a monetary cost, they’ll each pay for themselves in the way of employee retention, satisfaction and overall performance. Get in touch with one of our highly experienced consultants for more tips and tricks as we find your dream employee.