Don’t Pamper Employees—Engage Them

Free lunches, Foosball, and other perks don't matter as much as employee engagement

Wed, 07/03/2013 - 12:43

In the intense competition to attract and retain top talent, U.S. employers are vying to offer the most alluring perks imaginable to their workers. Companies such as Google are leading the trend, hoping that happy employees are more productive, creative, and passionate workers.

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On the surface, it’s hard to argue with this approach: A free lunch, a siesta in the nap room, or a massage at work would probably make anybody happier. But happy doesn’t necessarily equal productive, or even loyal.

Gallup recently studied the relationship between workplace policies and employees’ engagement and well-being and found that indulging employees is no substitute for engaging them.

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Comments

Submitted by dkhays on Tue, 07/09/2013 - 12:32

Like reading your article?  I have never played foosball, however that is not your point.  I don't drink Lattes either.  Free lunch always sounds good.

Sometimes one is disengaged at work, I don't have enough work to telecommute on a regular or long term basis, so I do that on occasion such as sick leave or conferences away from the workplace.  I tried to over the Fourth of July weekend, but where I was at, I couldn't--the ISP couldn't find my site.  As it turns out, the work wasn't there until Monday (yesterday) anyway.

On top, it really is difficult to help dispute with this method: A complimentary lunch, any siesta from the quick sleep room, or a massage therapy at the office would probably produce anyone more comfortable. Yet satisfied doesn't necessarily the same fruitful, or maybe dependable. Bank Jobs

Submitted by mgraban on Tue, 07/09/2013 - 13:02

It always bugs me when magazine "best workplaces" lists obsess on perks, freebies, cool toys in the workplace, etc. I was impressed when I was younger and saw the ping pong table at Yahoo in 1998. How did that work for them?

I agree that employees feel better when they are truly engaged - this requires leadership, not a big budget.

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