We know there’s no such thing as a free lunch. Still, the idea that many corporate benefits aren’t always a benefit recently touched a nerve on Twitter.
“Been thinking about anti-perks in tech jobs. What perks *sound* good but are a hard no from you?”
The tweet came from Jessica Rose, a developer relations advocate, founder of a meetup series for programmers and aspiring programmers and co-founder of Trans*Code, a hacker organization devoted to drawing attention to transgender issues and opportunities.
Rose’s “hard no” was to those so-called benefits that have been around since time immemorial (or at least since the dot-com era). “Don’t give me food or hammocks or video games, just let me work remotely or go home on time,” said Rose.
‘Don’t touch me’
The tweet thread was full of varied responses, but the paradox of unlimited vacation was the clear favorite. “Wow, people are just so suspicious about unlimited paid time off,” Rose told Protocol when we caught up with her to ask about the tweet.
Other workers balked at in-office massages (“don’t touch me”), free booze, open-plan offices (did anyone in the history of the world ever call this a benefit?), fitness rooms, nap rooms, escape rooms (really any rooms), and something called “blameless retrospectives.” Um, what?
If employees are going to be suspicious of whatever perks you offer, why offer any perks at all?
“So I’m aware of how wonderfully spoiled it is to complain about perks being given out in some kinds of tech workplaces,” said Rose. “I’m the most unimpressed by ‘perks’ which either directly undermine employment rights (like unlimited paid time off can do in some regions) or are intended to throw work/life balance out of kilter in the workplace’s favor.”
Unlimited or flexible vacation time can work, but it helps when the culture is one where people are encouraged to take time off and experts agree that mandatory minimums go a long way in helping create that kind of culture.
Your best interests or mine? Why can’t it be both? ¯_(ツ)_/¯
A director of engineering at Google who formerly worked at Microsoft and Zillow called employer-sponsored coaching an anti-perk. “I’ll spring for a coach who is looking out for my best interests, not the company’s, thanks,” she said, adding,I know I am lucky to be offered this, but it always feels like a trap.”
There’s good reason to be at least a little wary of these programs. Last year Protocol reported that when tech companies work with coaching programs like BetterUp and Bravely the conversations themselves are confidential, but the company often receives aggregated reports on the issues workers are expressing in general, the topics they’re discussing, what’s going well for them at work, and what’s not.
When Protocol spoke to Twilio’s VP of talent management Andrew Wilhelms about the company’s coaching partnership, Wilhelms explained that BetterUp provides a set of Twilio-specific priorities to coaches and Twilio can update those priorities and goals based on what kind of culture change the company needs to see.
This might feel overly controlling, or it might be a great way to help change a company’s culture for the better, especially if a majority of employees are feeling stressed and burned out and are more likely to tell this to a coach than their manager. Twilio told Protocol that 99% of the employees who used the coaching service last year said the sessions were a valuable use of their time, and that 94% said the sessions made them more effective at their job.
“Thoughtful, meaningful perks can benefit both employers and team members, by helping keep their team members happy and hopefully keep them in their role for longer,” Rose said.
Free SunChips < values-based work culture
Research shows that today’s employees don’t want snacks as much as they want work that aligns with their values, and that extends to benefits.
- “I love work perks that demonstrate an employer’s ethics and commitment to meaningfully supporting their team members,” said Rose.
- These benefits can include big structural benefits like location-agnostic pay and support for different types of employee leave, but also smaller things like “sending people a small bonus on their birthday to buy a cake,” Rose added.
- Rose also looks for “employers who don’t subcontract out cleaning or security staff, to make sure that all of their team members get access to the same kinds of pay and support.”
What your ‘perks’ say about your corporate culture
Some “anti-perks” are just common decency and respect, such as believing your employees are telling the truth when they call in sick. In response to Rose’s prompt, one senior system admin pointed out a job listing that offers an “honor-based sick leave policy” in addition to its “commitment to an open, inclusive and diverse work culture.”
And think twice about listing your game room in your job description, tweeted a product designer from Miro:
“When they advertise a ping-pong table in the job listing, it’s a huge 🚩 for me. And I love ping-pong. If a silly perk like this [is] such a relevant part of your benefits package, that says a lot about what the company values, and likely its culture.”
A version of this story appeared in Protocol’s Workplace newsletter. Sign up here to get it in your inbox three times a week.
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