Do the perks really work?First, business leaders must establish why they want to tackle wellbeing in the workplace, asking honestly whether this is more than a box-ticking exercise. Many companies already offer a raft of “perks”, from open bars on a Friday to in-house yoga. In principle, this is fantastic – who wouldn’t want to work for a company who appears, on the surface, to advocate for a good work-life balance? In practice however, these perks can fall flat – an early finish is only a perk if your workload and employer allows you to take advantage of it.
Don’t be a lemmingEmployers must take the time to understand what will and won’t work for their business. For example, if an early finish isn’t feasible because of international clients, would a work-from-home policy one day a week be workable?
You also have to consider what will work for the individual. Flexibility is personal, and managers must understand the nuances of personal need in order to invest holistically in the growth of their employees.