What Hourly Employees Really Want From Their Employers
Hourly employees tend to be the most unhappy employees in the workforce. They tend to take fewer vacations, have worse benefits, and can be overlooked for promotions compared to their salaried colleagues. When hiring hourly employees, most companies simply focus on pay. However, there are other perks that hourly employees value. A recent article by Achievers highlighted results from a Snagajob survey on some other perks that hourly employees appreciate.
- Work flexibility. The survey revealed that 36 percent of hourly workers reported that work flexibility was the most important work perk to them. Work flexibility allows employees to set their own schedules.
- Bonuses. Twenty-seven percent of hourly workers said that bonuses were the most important work perk. In fact, 54 percent of them said they would change jobs if a bonus structure were included in their compensation plan. Offering a performance-based employee bonus is a win-win situation for the employee and the employer. It will reward great employees and encourage other employees to work hard.
- Vacation time. Approximately 13 percent of hourly workers said their number one perk is paid time off. There are various reasons for increasing time off or even offering unlimited paid time off (PTO). Many workers do not use a lot of vacation they earn so it may not impact an organization adversely. Offering unlimited PTO is an incredibly attractive perk that is difficult for a potential candidate to pass up. Employees typically do not use an excessive amount of vacation even if they have the option to do so.
- Employee recognition. Employee recognition allows for improvement and advancement. And it oftentimes does not cost a thing. Employee recognition improves company culture, increases retention, and boosts morale. Employee recognition can be as simple as a weekly email highlighting the accomplishments of employees.
- Employee engagement. Hourly employees can oftentimes feel as if they are not truly part of an organization. It is important for managers of hourly employees to engage them and make them feel as if they are part of the team and company. Managers should also aim to get to know hourly employees in the same way they know salaried employees.