Perks, Employee Relations & Keeping People Engaged, Talent Management
The employee perks are a sort of reward offered by the company. From country-to-country region to region and carrier to carrier these may differ. These are the benefits additions to the package you have been entitled to.
Work from home, paid vacations, more Tea breaks,
opportunities to socialize, allowing pets for the working environments,
maternity and childcare packages, and health insurance can be offered and
many more can be offered as employee perks.
Employee perks will definitely encourage your employee
towards improved performance, and improved performance will also move employee
KPIs upward. As a result, employee retention will become sustainable, and lower
employee turnover will be the final result.
Further, a relaxed mind allows for improving individual
performance. Hence, both the employee and the employer may experience a win-win
situation. In fact, this is scientifically proven in many types of research.
(www.bing.com, n.d.)
Fewer working hours allow for doing the job by utilizing
limited resources. Overtime is a waste of money and wastage of time which can
be utilized to look after family concerns. Hence the happiness of the employees
improves significantly.
I sincerely invite you all to identify Parkinson’s Law and
how to optimize your time management in your work life.
If we can deploy modern, correct HR principles, employers
may not need to bargain with trade unions. Offering correct benefits promptly,
no one has to complain, and no worries for both employees and also for
employers.
Perks will help workers to do the job without breaking the
bank.
(Bing, n.d.)
💥“The Secret Behind Happy, Loyal Teams”
Employee engagement today goes beyond
paychecks. It’s about trust, psychological safety, purpose, and a sense of
belonging. Flexible work, wellness programs, recognition, and open
communication all help employees feel valued.
KAHN’S
EMPLOYEE ENGAGEMENT THEORY
Kahn
(1990) explains that employees engage fully when they feel psychological safe,
valued, and connected. Engagement is strongest when people can invest themselves
physically, emotionally, and cognitively at work.
(Kahn, 1990)
Scandinavian companies use
trust – based leadership, wellness initiatives, and open feedback systems to
maintain high engagement and low turnover.
References
America, C. (2015) Job perks become new battleground for top US talent. YouTube. Available at: https://www.youtube.com/watch?v=wWRZ6Cc90l0 (Accessed: 19 April 2023).
Bing (n.d.) Thank You [Online]. Available at: https://www.bing.com/images/search?q=Thank%20You&form=IQFRML&first=1 (Accessed: 10 April 2023).
Kahn, W.A. (1990) ‘Psychological conditions of personal engagement and disengagement at work’, Academy of Management Journal, 33(4), pp. 692–724.
www.bing.com (n.d.) Job Perks – Bing video [Online]. Available at: https://www.bing.com/videos/search?q=Job+Perks&&view=detail&mid=4CBA9200452FEBCE5E1D4CBA9200452FEBCE5E1D&&FORM=VRDGAR&ru=%2Fvideos%2Fsearch%3Fq%3DJob%2BPerks%26FORM%3DVRMHRS (Accessed: 19 April 2023).
This is a thoughtful and practical piece on why strong employee relations matter in today’s workplace. I especially liked the example about offering meaningful perks—such as flexible work arrangements and recognition programmes—to keep people motivated and connected. The way the article highlights the shift from traditional HR practices to more personalised engagement strategies feels very relevant. In a time when employees expect more than just a salary, these approaches truly make a difference. This blog also reminds leaders that small, consistent efforts build long-term trust. A very insightful read—well done. ✌
ReplyDeleteThank you so much! You're spot on—personalization, meaningful perks, and consistent effort are key to building that essential long-term trust today
DeleteYou highlight how strong employee relations like transparency, trust, and recognition are more than just perks, but essential drivers of engagement and retention. I love that you emphasize human connection in a digital age, and your recommendations (open communication, feedback loops, mentorship) feel practical and thoughtful. Great work
ReplyDeleteI completely agree—building trust, open communication, and meaningful human connections are key to engagement and retention, especially in a digital workplace. Thanks Nimesh!
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ReplyDeleteA concise and practical overview of how perks, relationships, and engagement strengthen talent management. Your points show how meaningful recognition and supportive work connections help retain and motivate employees. A helpful reminder that engaged people are the core of strong organizations.
You’ve summed it up perfectly — recognition, strong relationships, and engagement really are at the heart of keeping employees motivated and committed. Appreciate you highlighting this important perspective.
DeleteThis is a well-developed discussion on maintaining employee engagement within technology-driven workplaces. The chapter convincingly connects employee relations strategies with modern digital expectations
ReplyDeleteI wanted to highlight that even in technology-driven workplaces, thoughtful employee relations are key to keeping people motivated and engaged. Thanks for your feedback!
DeleteGreat insights! I love how you show that employee perks and engagement go beyond paychecks – trust, recognition, and wellbeing truly make teams happier and more loyal
ReplyDeleteThanks so much! I’m glad you enjoyed it. I really believe that trust, recognition, and wellbeing are what truly keep teams motivated and loyal, far beyond just the paycheck.
DeleteLakshi, this is a well-articulated post. You have thoughtfully highlighted employees' expectations and the vital connection between leadership and organizational outcomes. Your explanation of how strong relationships and appropriate employee perks enhance overall productivity is particularly insightful.
ReplyDeleteThank you, Nalaka! I really appreciate your thoughtful feedback. I’m glad the points on employee expectations and the impact of strong leadership resonated with you. It’s always encouraging to hear that the connection between supportive leadership, meaningful relationships, and productivity came through clearly. Your comment truly motivates me.
DeleteYou’ve clearly explained how meaningful perks both simple and cost-free, can significantly elevate employee motivation and overall performance. By emphasizing well-being, flexibility, and appreciation, you show how organizations can create a supportive environment that boosts KPIs, strengthens retention, and leads to a genuine win-win for both employees and employers.
ReplyDeleteThanks, Kushani! Even simple initiatives can really boost motivation and engagement. Appreciate your thoughts! ✨
DeleteThanks for sharing this perspective. The future of work is changing fast, and your points highlight why adaptability is so important.
ReplyDeleteThank you! Yes, the pace of change is accelerating, and only organizations that stay adaptable and people-focused will thrive in the future of work.
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