7 Incentives That Repulse the Employees Rather Than Attract Them

The productivity of any company depends in a great measure on employee turnover and retention. The ability to fill in the vacant positions and, more importantly, keep the current effective workforce in number shows that the company cares about its workers and provides continuity for long term plans that certain company might have for the future.

In order to keep their valuable members, a lot of companies provide perks like a company car, flexible work hours, designated parking space, bonuses for successfully accomplished projects or implementation of cost-reduction measures, and loads of other perks and incentives that should keep the employee happy with the status in the firm. However, is it possible for an employer to implement a motivational strategy that backfires? We’ll examine seven most common incentives that chase the people off, rather than pulling them towards the decision to stay or join the company.

Flexible Working Hours

Putting flexible work hours in your job post could be misleading for most people. A lot of candidates might think that flexible work hours mean there is no time frame in which they would have to show up to work. If you don’t provide the full disclosure and let the people know what exactly you mean by flexible working hours, it’s possible to face some aggravated employees later on.

[Related: 8 Must-Offer Benefits That’ll Attract & Retain Working Moms

Game Time

Millennials are the edge of the modern working force, some of them reach management level positions very quickly upon arriving at the office. Since this age group is known as free-spirited, a lot of employers choose to attract talents by setting up ping pong tables, arcade games, drinks, and food, thinking that this would attract the younger people and show some flair.

Besides being a very likely productivity issue, providing games and drinks to your employees could read as not taking your workers seriously. Millennials are ambitious and eager to advance, so instead of offering them the chance to drink beer and play college games, try and provide regular training and show your people that you think about their future in the company.

[Related: How to Recruit & Retain Gen Z]

Travel Services

Not thinking about your travel arrangement could seem like a really practical benefit but there’s a catch. When your company uses a booking service agency, it’s not the same as ordering writing help. A writing agency could send you the best essays but you can still edit and change certain elements if you desire so. On the other side, in case you wish to delay your flight or change your hotel reservation in any way, it could be a challenge. Therefore, it’s best to ask the employee about flight preferences, accommodation and food requirements, and then contact the booking agency, or leave it entirely up to your worker to decide.

Worker of the Month Award

It’s not unusual to hear people complaining about this particular award, and even less seldom people get into fights on account of this reward. The employee of the month is a good way to tap a dedicated worker on the back, however, it might also spark internal human resource problem. If you really wish to reward people’s dedication to the progress of your company, provide measurable data for each employee and distribute bonuses according to a pre-arranged quota. This way you really have something to drive employee effectiveness and productivity.

[Related: How to Support Employee Growth and Professional Development]

Phone Reimbursement

It’s appealing to hear that the company is offering to settle your phone bill every month, however, this perk usually comes with a cost. Most companies require 24/7 availability from employees with company phones or ones that get their bills paid by the firm. That’s never a good thing to ask of an employee because workers have lives outside the company building. Furthermore, asking your employee to settle with a lesser package than already owned also abets the futility of your endeavor.

Impersonal Gift Giving

How well do you know the people who work for you? Employees expect their company to take care of them and shows interest not just professionally. As most companies share gift cards as one of many perks, this could be the final straw that marks a decision to leave a company. No matter how much most people enjoy free stuff or discounted prices, it’s important to know you’ve sent the proper card to each worker. Gifting a solo vacation coupon to a married employee with kids, or free coffee coupon to an employee that doesn’t even drink coffee could be a signal that you are out of touch.

Mandatory Team Outtings

Not everyone is an outdoor person, not everyone enjoys spending time outside the office with colleagues. Although you might think it’s a good idea to put all the people on the bus and head out on a camping trip, with all your good intentions, it’s important to know that some people would not look affirmatively on this matter.

It’s always good to give your workers more than just a monthly salary, however, keep in mind that you should think every decision through. There are upsides and downsides to each benefit so measure both sides of the scales carefully before making your offer. Don’t add perks that enforce any constraints, be concise when you speak about the benefits you provide and keep the employee’s interest in mind at all times.

Michael Gorman is a high skilled freelance writer and proofreader from the UK who currently works at Brill Assignment. Being interested in everyday development, he writes various blog posts and discovers new aspects of human existing every day. As an essay writer service that Michael provides also reflects his interests and beliefs. Feel free to contact him via Facebook or check his Twitter.

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