Company Perks That Tech Employees Don’t Value VS What They Actually Value

By Isabella Wilkinson

Whichever stage your business is at – small business or larger tech company – , it is always highly important that your tech team members feel satisfied with and ever stimulated by their working life. Therefore, focusing resources on what employees value most and avoiding company perks that tech employees don’t value is crucial for a successful retention strategy.

With the current business and economic uncertainties, managing your company costs in a financially practical way is key to ensuring long-term success. One surefire way of doing this is paying close attention to directing your resources to what really matters to your employees. By understanding what your employees value the most out of their working experience, you can eliminate company perks that tech employees don’t value and focus on improving wellbeing outcomes, whilst reducing company costs.

There are many ways to make your business attractive to tech talent, be it valued employees who have worked for you for several years, or potential new recruits. Retaining employees is one of the most cost-effective things you can do for your company, as not only does it foster a strong team which increases overall success, but it saves the time, money, and effort that goes into hiring and training someone new. However, if you are looking for some inspiration, then make sure to read our company perks ‘do’s’ and ‘don’ts’ list down below.

Company Perks That Tech Employees Value DO’s and DON’TS

1. DON’T value a fancy office

While you, as a business owner, might find yourself drawn to spending resources on the physical workspace, for example, office renovations, state-of-the-art equipment, and a nice new coffee machine, chances are your employees, while they will enjoy it, it won’t make them want to come into the office every day, like the pre-pandemic era. Nowadays, tech talents are keen to work remotely, and we would even go as far as to say it may be what they value the most. So, we suggest directing your money to something of more value to your team. If you are struggling to incentivize your team to get back into the office for at least a few days a week, here is a list of tips to encourage tech employees to embrace hybrid work. However, we would also say not to be too forceful in plans to get your tech employees to return to the office. As tech.co states, 80% of tech bosses regret rushed return-to-office mandates.

DO value remote working equipment

If you have a team of employees working around the world on a remote structure, we suggest placing value upon things that will increase and improve remote workplace efficiency. For example, we suggest investing in state-of-the-art computers and software that make getting in contact with your team easy and hassle-free. Being able to use Zoom, Microsoft Teams, shared calendars, and Google Drive with your employees will ensure optimal working conditions, therefore enhancing the productivity and success of your tech company little by little.

2. DON’T value a ping pong table

We’ve all heard the corporate ping pong joke by now, as even though many tech offices seem to feature one in the corner of the room next to the kitchen, what good does it really do? Stained coffee cup rings cover the surface as the dust starts to settle – when was the last time someone really picked up those rackets and had a game? Exactly. The same goes for table football, the basketball hoop, and the dartboard. While these props give the impression that your company is young, fun, and down with the kids, these sorts of things don’t really offer your employees any real value. While there is nothing wrong with having these in the office, don’t fool yourself into believing that they are a vital component to the well-being of your employees.

DO value opportunities to bond with colleagues

Instead, what tech employees are more likely to value from you, are other more engaging benefits that enrich their working life. Perhaps you implement an early finish on a workday and prepare a small company event for your team to enjoy an afternoon with colleagues, bond, have fun, and relax. At KWAN, we believe that informal work events, such as team building, get-togethers, and dinners, contribute to the success of a tech team. By creating an environment for your staff in which they are able to connect with like-minded people, you are contributing to and encouraging networking and friendships through work. For more reasons why team building is important, click here.

3. DON’T value free pizza

You might think ordering a tower of pizzas to the office for lunch once a month is a great idea, and we are sure your employees have big smiles on their faces as they reach for slice after slice. Don’t get us wrong, everyone loves pizza, but that doesn’t mean your employees feel truly valued by the company after some margarita or pepperoni. Of course, if the costs for this kind of thing are well within your budget, then by all means go ahead and continue. But if you are looking for a more practical and thoughtful way to show your tech team they are appreciated, then there are several other things you could try.

DO value employee incentives

We suggest employing some kind of incentive scheme, so your employees feel both rewarded and valued, whilst remaining motivated to perform to the best of their abilities. Depending on your resources, this can be as big or small as suits you. Think Christmas bonuses, financial rewards when employees meet their targets, or regular promotions that come with added responsibility and a higher salary.

4. DON’T value strict rules

While it’s understandable you want to make sure your tech employees are completing the work that is required of them, as well as meeting their deadlines and goals. It might be tempting as a business owner to tend towards overmanaging tendencies, for example setting strict working or office hours which ensures your team are glued to their desks day after day. However, the tech industry today should be open to more flexible working arrangements, as most of the tech talent workforce are used to remote work, and getting work done in the hours which work best for them. As a tech company, the management of your employees should be adapted according to their locations, personal commitments, and working styles. If you impose strict timetables, working hours and other such restrictions on your staff, then you are at risk of losing some of the best workers.

DO value flexible working arrangements

Instead, you should enable your employees to feel trusted and valued by allowing more freedom and flexible working arrangements. For example, for many employees in the tech industry, unlimited holidays are one perk that seems to be valued highly. Of course, by allowing your staff to take holiday whenever and wherever they want, might sound risky to you. But the idea of implementing such an incentive into your company is based on trust. If your employees know they can take a holiday whenever they need to, they will value the company, which will result in their work being produced to a high level. Giving autonomy to your team grants them their own responsibility over how they manage their workload, which will make them feel more satisfied and willing to work well.

5. DON’T value perks that are not useful for them

Lastly, there are the perks, which for many, are completely irrelevant. Car spots when employees don’t have a car. Children-related benefits when employees are not parents. In-office free coffee and food when remote workers never get to go to the office. Of course, it is hard to please everyone, so it is important to listen to your employees. Being mindful of the needs and values of your team is key to fostering a successful tech business.

DO value reward schemes implemented mindfully

Recognition programs can sometimes feel insincere and can become resented among employees if not implemented in the right way. For example, ‘Employee of the Month’ can feel hollow if favoritism in the office becomes obvious, or if the employee doesn’t receive anything meaningful in terms of reward. At KWAN, we have a top performer award each quarter, in which every department has 3 nominees and a winner. The winner gets a Michelin-star restaurant meal paid by the company (for two people) and every nominee has it explained by the CEO why they are being nominated. The thought and attention to detail behind this scheme ensure that employees feel taken care of, recognized, and rewarded for their efforts.