DRW is a trading firm with nearly 2,000 employees. Attain is an adtech company whose headcount is just under 100. Despite the difference in size, both companies have the same watchword for 2024 when it comes to their perks and benefits packages.
Well-being.
While it may sound like a nebulous tech industry term, well-being perfectly encapsulates the broader shift in what workers value in perks and benefits.
The definition of well-being is inherently personal, and employees want a say in how their perks and benefits packages are designed. Flexible benefits tailored to the needs of employees ranked highest among the wishes of New York workers in a recent survey on salary and benefits conducted by recruiting firm Tiger Recruitment.
Hannah Lutz, talent acquisition operations manager at DRW, and Taylor Perri, manager of human resources at Attain, both told Built In their companies are moving away from a one-size-fits-all approach to perks and benefits. In addition to personalization, they made it clear that their definitions of well-being encompass both an employee’s personal and professional lives.
Well-being is tech’s new North Star when it comes to building perks and benefits packages that resonate with employees. Continue reading to learn more about how a focus on customization and personal and professional wellness is shaping perks and benefits at DRW and Attain.
Attain empowers companies to deliver better outcomes with better data.
What perks and benefits trends are you anticipating in 2024, and why do you expect these perks to be popular?
We’ll continue to see an increasing desire for benefit programs and initiatives that can be personalized rather than following a one-size-fits-all approach. This includes concierge-style benefit programs that give employees the ability to do three things: be more present at work and home, spend more time doing things they enjoy and provide the tools they need to tackle life’s challenges.
These programs may provide services geared toward financial wellness, leadership training, mental health and resilience coaching, or family planning. Additionally, I think we’ll see creative ways of ensuring cross-functional and cross-office teams stay connected. We do this at Attain via weekly lunches, annual all-company retreats and regular travel between offices.
This year, we rolled out “wellness bingo,” an interactive game designed to promote well-being in and outside of the workplace, with prizes ranging from an Airbnb gift card to AirPods. It was such a hit that we decided to make initiatives like this a part of our regular offerings.
What is the perk or benefit you value most at Attain?
Our annual wellness stipend, which we provide to all employees for use on approved wellness activities, includes: massages, gym memberships, mental health apps, wearable fitness trackers, at-home workout equipment and more. Last year, I used mine to purchase a standing desk and walking pad for my home office, which at times has enabled me to reach 10,000 steps while working. As companies continue navigating the lingering effects of the pandemic and the Great Resignation, I anticipate lifestyle benefits continuing to gain momentum.
Investing in employee physical, emotional and mental health is necessary to remain competitive today. In turn, this investment will hopefully benefit employers by lowering healthcare costs, improving employee morale and loyalty, and continuing to attract top talent.
“Investing in employee physical, emotional and mental health is necessary to remain competitive today.”
What is an overrated perk or benefit that you think is going out of style, and why should companies abandon this fad?
I strongly believe that employees are concerned about their overall well-being and finding the right balance between work and their personal lives. Especially for hybrid and on-site teams, employees want their time at the office to be meaningful. This said, I think that offerings such as an on-site barista, unhealthy food options or the typical tech startup swings and breakout rooms are going out of style.
Instead, I think we’ll start to see a stronger emphasis on ensuring offices are effectively equipped with the means necessary for on-site collaboration. To me, this equates to an on-site experience that includes healthy food and beverage options, equipment that improves efficiency, like additional monitors, noise-canceling headphones and standing desks; and frequent wellness clinics offering annual flu shots and Covid-19 boosters, biometric screenings, massages and more.
DRW is a diversified trading firm that combines technology, research and risk management to capture trading and investment opportunities.
What perks and benefits trends are you anticipating in 2024, and why do you expect these perks to be popular?
In 2024, we will be focusing on our number one asset: our people. We will be promoting benefits that support both personal and professional well-being. These enhancements will include expanded mental health services as well as family-friendly child and dependent care support. Additionally, we will be focusing on benefits designed to promote teamwork and foster connections both within the workplace and within our hybrid work setups.
What is the perk or benefit you value most at DRW?
There are numerous perks and benefits that I value, but our mental health benefits and food service offerings have the greatest significance to me. For example, Spring Health is a mental health benefit that provides valuable resources for managing stress, finding a therapist and access to unlimited in-app mental wellness exercises, among other benefits.
We also have access to daily breakfast, lunch and snacks. Knowing that I have access to healthy food options when I come into the office alleviates the stress and responsibilities of shopping and meal preparation.
“There are numerous perks and benefits that I value, but our mental health benefits and food service offerings have the greatest significance to me.”
What is an overrated perk or benefit that you think is going out of style, and why should companies abandon this fad?
When it comes to our perks and benefits, our approach is not about eliminating them. Rather, we’re dedicated to recognizing that one size doesn’t fit all. Companies should provide an array of experiences to ensure every team member can find the benefits that truly resonate with them.
