Offer Values-Based Benefits
Design a perks and benefits offering—beyond pay and time off—that reflects what the company stands for and is actually used and appreciated by the team.
You have a clear set of benefits and perks that reflect what the company stands for and are understood and used by the team.
Why This Project Matters
Perks are the little things that make life better — things a business doesn't have to do but that, from a cultural perspective, enhance the employee experience. They reinforce implicit values and help support and develop your team in alignment with the company culture.
But perks done wrong can cause more harm than good. They shouldn't be used to offset inadequate compensation, as a quick fix for cultural problems, or to make employer obligations look like incentives. Think of it this way: base salary is the cake. Benefits are the icing. Perks are the sprinkles. You can have perks without the cake, but it's not good for anyone — and sprinkles on their own aren't a meal.
When done right, perks are a natural extension of your brand and values — something you'd be proud to see your team sharing publicly. They signal to current and future team members that the company genuinely cares about their experience, add differentiation when everything else is comparable, and reinforce culture in concrete, visible ways.
Milestones
- Week 1: Current perks and benefits reviewed against values and team needs
- Weeks 2–3: Perks budget set and values-driven perks selected
- Week 4: Trigger and access defined for each perk
- Week 5: Perks introduced to the team
- Week 6: Perks refined and documented
- Post-mortem: Project review and next steps defined