With many companies choosing post lockdown, to move to remote working either full time or partially, there has been a lot of talk about workplace culture and employee motivation.
As Impact was already a remote agency prior to Covid, we have some great insight into what works and what doesn’t. We’ve also watched as other businesses embracing remote working have had successes, as well as teething problems, in their infancy with a new working style.
So we thought we’d run a series of short posts, to share our experience and provide advice for those beginning to embrace remote working.
We’re going to kick off with pay and perks, because people have got to pay their bills, and pay and perks are great motivators, which you can tailor specifically to benefit your remote team.
Pay & Perks For Remote Working
If you’re moving to a fully remote structure, the likelihood is that your overheads are about to reduce drastically. If this is the case, remember that whilst culture is important, paying the bills, and not being stressed out by money worries, is an even more important attraction and motivator for most people.
Working from home is not a reason to reduce salaries. You’re still getting the same level of work out of people (if not more, which we’ll cover in another post in this series) and they should be paid accordingly.
The job market is booming at the moment, with many people looking for remote roles having experienced them during the pandemic. Lots of great talent is available, because people don’t want to return to normal office life. You can take great advantage of this talent pool, and not be restricted to your local area as you would be with an office based business.
But as attractive as home working will be to many, most won’t sacrifice their earnings. Be competitive. Additional perks will be a sweetener, but make sure you research the going rate for the roles you are advertising for, and for your existing people, otherwise they’ll go where the grass is greener.
As briefly touched on, another big thing to consider is useful perks! I’ve seen so many job ads with a huge list of perks, most of them really basic stuff that shouldn’t be considered a perk, or things that are a bit useless to be honest.
We made a point of asking our team what sort of perks they would find useful, and would actually add value to their lives. Speak to your team, or use anonymised surveys or polls to collect ideas.
Here are just a few that we came up with and implemented.
Premium Spotify – our team are big music lovers, and podcast listeners. We want to make sure they have always got great things to listen to throughout their working day, so we pay for a Premium Spotify subscription for each and every staff member who wants one.
Amazon Prime – everyone loves the convenience of speedy Prime deliveries, so this was a no brainer. We pay for our staff to each have a Prime subscription, which adds the bonus of Prime video, which despite its painful UI (come on Bezos!) has loads of great content.
Audible – you can’t beat a good audiobook, and an audible subscription gives our team access to one each month. Whether something work or industry related, or something fun to listen to whilst relaxing, it’s been a great addition to our perks list.
Kindle Unlimited – Another great option for both entertainment and education. A good book is a great way to unwind from a busy day working, or a fantastic way to learn some new skills in your spare time. Our team is full of curious minds, and we love to encourage this.
Premium Headspace – maintaining good mental health is so important, and stress can have a serious impact on both body and mind. If your people are stressed and experiencing low mood, this will show through in their home and work life, with quality and productivity likely dropping off. Now Headspace is by no means the beginning and end of mental wellbeing support, but it can be a good tool in your armoury, to promote and encourage self care, for those who find meditation beneficial.
The more fiscally concerned among you will want to know how to prevent waste, with unused accounts and subscriptions.
One option is to look for corporate deals. Many companies will operate a corporate discount option for companies signing up for bulk subscriptions. I know many gyms have this option, so it is always worth investigating. Make contact with the provider’s sales team if you can’t find any information readily available.
An effective method we use to save on waste, is that every 3 months, we ask our teams via a survey, what subscriptions they are still using, and which ones they would like to use going forward. Then we pay for 3 months upfront, then repeat the process each quarter. This allows our people to try new options out and then opt out if they’re not for them.
So there you have it, part one of our series on motivating and engaging your employees, and maintaining company culture, with the move to remote working.
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