In today’s environment “hyper perks”, organizations are searching for creative ways to entice and retain top talent. From casual dress days to free beer, businesses are using flashy perks to reverse the high turnover of Millennial employees. However, some employees simply aren’t buying into this trend.

While perks certainly attract attention, many claim that they are not enough to keep employees happy. Lack of respect, low wages, and ineffective leadership are difficult to counteract with free perks. Such perks simply put a Band-Aid on a problematic workplace.

According to Bloomberg: “The benefits that matter most aren’t foosball tables. People want health insurance, paid vacation, and sick days, the potential for performance bonuses, and a company-matched 401(k) plan, a 2015 survey by Glassdoor found.” 

In other words, employers are taking the easy way out by providing superficial perks over truly desired job satisfaction.

Some employees are well aware of this trend. While handcrafted drinks provide temporary happiness for the average employee, going home with a small paycheck and lack of insurance can certainly affect general satisfaction. For the family struggling to pay for their children’s braces or college tuition, fun and games at work simply won’t cut it.


In order to provide long-term solutions for employee turnover, management must consider whether they are offering truly beneficial perks. Exit interviews, which are conducted after an employee leaves his or her job, are one method for determining what it is that employees truly seek. Consider asking the following:

  • What benefits would cause you to stay?
  • How do you feel about the workplace culture here?
  • What is your first priority as an employee? Is it compensation? Insurance? Environment?
  • What improvements could management benefit from?

While these are only a few of the preliminary questions suggested for exit interviews, simply inquiring about priorities and desires can reveal large problems and potential solutions.