Loading article...
Corporate culture is employees' day-to-day experience at work, influencing productivity and company success. Employee benefits are a key driver of culture—misalignment can lead to dissatisfaction or turnover. Benefits packages should support the organization's goals, such as employee retention and engagement. We spoke to October Three's Chief Operating Officer, Amy McGeorge, and HR Leader, Tiffany Trivedi, for their tips on aligning corporate culture and benefits:
Clear, intentional messaging ensures employees understand the value of their benefits and how they align with the company's mission and values. Effective communication requires more than emails—managers and the leadership team also play a vital role in understanding and reinforcing the link between company culture and benefits. Too many companies neglect bringing managers and leaders into the loop before launching broad-scale communications. Employees go to their managers for the "why," so making these leaders part of the communications strategy is key.
Framing benefits in a way that directly addresses employee needs fosters engagement and reinforces a culture of care and support. Companies should routinely engage with employees to discuss the value of benefits to ensure that they keep the high-value programs and shift the others. Don't forget to be transparent with employees if a highly requested benefit isn't viable for the company.
A company's benefits should always reflect its core values, but staying on top of trends and being open to change is essential. Adaptability is key because a company that doesn't understand the changing zeitgeist could lose its competitive edge in the job market.
Benefits should be competitive but thoughtfully positioned to reinforce the company's identity, attracting and retaining talent that aligns with its values. For example, if you're a health-focused company, you might offer a gym reimbursement benefit. A company that values learning and education could provide online learning or frequent speakers on popular professional development topics. Flexibility and inclusivity matter, as employees prioritize benefits based on life stage and personal circumstances.
Companies should assess benefit effectiveness through surveys, roundtables, and other direct feedback channels. Reassessing benefits annually (or at least every two years) ensures continued alignment with employee needs and company growth.
The biggest mistake is overpromising and underdelivering—companies must be realistic about what is sustainable and offer benefit programs that balance value to employees with affordability for the company.