Soft Benefits Provide Solid Advantages

U.S. employers recognize it takes more than money to attract and retain the best people.

Labor shortages and issues arising among dual-income households are causing companies to rethink their compensation packages. The labor shortages are also pushing employers to become more creative about how they compensate workers.

Employers face a unique problem. For the first time, money alone isn’t enough to attract and retain the best people. Employees today want help in balancing work and family obligations.

To address these needs, companies are offering “soft benefits” designed to give employees more time to enjoy life. These benefits will ultimately improve both the quality of the work performed and employee morale.

Many smaller companies are using soft benefits to attract and retain good workers, finding that this is one way they can compete for the best talent.

More and more companies are also offering flex-time schedules, additional time off and retirement plans that include employer contributions. These benefits make the employer attractive to job seekers but are difficult to cut back when times get bad.

Because of the all-out competition for programmers, the computer industry is using unique benefits to attract new workers. These can include such perks as car washes at lunch and even in-house dry cleaning, with delivery to the employee’s cubicle!

High-technology employers need to be very creative about the perks they offer, as it takes more than salary to attract and retain the programming talent they need.

For many dual-income families, some of the most innovative and on-target company-sponsored benefits include grocery shopping, snow shoveling and help finding a pet sitter.

A large number of the nation’s office workers are working part of the weekend, either at home or in the workplace. As they put in longer hours, married workers with children are trying to squeeze in time for routine household chores.

Researchers have found that those mundane household tasks are linked to high stress and depression levels in many dual-income homes. Providing a professional home-cleaning service may become one of the newest and most desirable benefits.

The journal Social Forces conducted a study comparing 1992 married couples with couples of 1980. The study concluded that 1992 couples ate fewer meals together, fought more and had more marital problems.

The trend is toward an increasingly busy lifestyle, especially as more women enter the work force and move up the corporate ladder. For many wage earners, the workplace and home are becoming a blur, and this affects their ability to function successfully in either place.

There is hope, however. A survey of Fortune 1000 business leaders conducted by the Cornell University Graduate School of Management revealed that almost 60 percent believe they have a responsibility to address work-family issues.

As a way to reduce stress, many employers are providing distinctive benefits, such as massage therapy during working hours, company-sponsored parenting classes and advice on how to finance an early retirement.

Many companies sponsor consultation and referral services.

Telephone help lines offer advice on a variety of family-related issues. Boston-based WFD Inc. is a 24-hour service that helps callers with questions about child care, elder care, pet sitting and living wills.

Because advice services have been credited with reducing absenteeism and improving employee morale, usage has ballooned.

It’s estimated that $280 million a year is now spent on these services. When workers have peace of mind, they are in a better frame of mind for work.

Another popular benefit is concierge service. One company that’s signed up for this benefit is Andersen Consulting, which since 1993 has had a contract with Cincinnati-based Burcorp At Your Service.

“Andersen surveyed its people and found that the convenience service was one of the most requested items,” says David Lima, Burcorp’s chief executive.

Concierge services can be expanded to include grocery shopping, housekeeping and even snow removal.

Companies should take a close look at this benefit as many workers seem to want it. Offering concierge service to a prospective employee may be the deciding factor in that person’s decision to work for a particular company.

If a company cannot offer concierge services, there is an alternative: Give workers more time to do some of these things themselves.

A survey of 814 companies revealed that they adjust work schedules to allow early quitting times on Fridays during the summer. This gives people that extra jump on the weekend and often brings them back more refreshed on Monday morning.

Employers need to control costs, retain workers and attract new employees - which is why many more companies will become creative about the way they compensate their people.

The special benefit is becoming a cost-efficient method of rewarding employees. Workers struggling to balance job and home responsibilities are enthusiastic about these programs.

For that reason, it is a good idea for companies to survey their employees and find out what benefits most of them need or want. Providing meaningful perks can benefit everyone.