Offering Unconventional Benefits

Apr 15, 2025 | Podcast

World at Work Ep 111 Offering Unconventional Benefits

“Are you doing this just to look good for yourself, or are you doing this because you genuinely want to make a difference for your people?”

There is a lot of discussion around whether unconventional benefits really enhance work culture, or if they are just a shiny façade. Benefits like stocked kitchens, ping pong tables, or even unlimited PTO can seem appealing, but the motivation behind them is what truly matters.

When companies adopt unconventional benefits, they need to make sure they’re not doing so just to boost their image or appear progressive. Genuine intent is key. Employers need to ask, “Are we providing these benefits to make a real difference for our employees?” If the sole purpose is to look good, employees will see through it.

For instance, the idea of unlimited days off. Even Jody shares an observation that it sounds great on paper. In reality, operational feasibility is crucial. It’s not enough to offer a benefit. You need to be sure it works across all departments. Otherwise, you risk creating a culture of false promises.

It’s about more than just feasibility, though. It’s also important to consider what truly benefits your team. Conducting surveys and gathering feedback helps make sure that any new initiative actually meets the needs of your employees.

Ultimately, unconventional benefits can set a company apart if implemented thoughtfully. They should be part of a well-rounded compensation package that aligns with company goals and supports employee well-being. If you’re considering such benefits, think strategically, and evaluate both the fiscal impact and the operational practicality to ensure lasting success.