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Remote-First Benefits on the Rise: What Employers Need to Know

The pandemic has forced many businesses to adopt remote work. While this shift has been difficult for some employers and employees, it has also opened up new opportunities for companies to provide their employees with better amenities and benefits. Ginger Dhaliwal, honorary member of the Remote-First Institute, recently shared insights about the rise of intangible work perks for employees at remote and hybrid companies. Let’s take a look at what she had to say and explore 43 other trends in workplace benefits by 2023. 


What are Intangible Work Perks? 

Intangible work perks are not physical items like a laptop or office supplies; rather, they are services or experiences that an employer can offer or provide to their employees. These can include virtual fitness classes, access to online learning platforms, smart home devices, mental health tools, and more. By providing these types of perks, employers can help their workers stay connected even when working remotely. Additionally, these sorts of benefits can help boost morale and improve employee engagement and job satisfaction. 


Why are Intangible Work Perks Important? 

Remote work presents unique challenges as well as opportunities for businesses. Because remote workers don’t have access to traditional workplace amenities—like a break room stocked with free snacks—employers must find ways to compensate their employees in other ways. Offering intangible work perks is one way that employers can do this while still keeping costs down. Additionally, offering these sorts of benefits can be a great way to show your appreciation for your team members’ hard work while also helping them achieve balance between their personal life and career goals.         


What Are Some Benefits That Employers Can Offer? 

There are a variety of intangible work perks that employers can offer their remote teams in order to keep them engaged and motivated during times of remote work. These include things like virtual team social events that allow everyone on the team to connect without having to physically be together; access to online learning platforms that allow employees to take courses related to their field; discounts on streaming services; mental health tools such as meditation apps; or even physical activity trackers that allow everyone on the team to compete against each other in fitness challenges! Each business will need to determine which perks make the most sense for their particular workforce but offering any type of benefit will help show your appreciation for your staff’s hard work during this time of transition into hybrid or fully-remote workplaces.  


The remote work environment is becoming increasingly popular. 1628 provides the perfect place to stay focused while working outside of the office. If you are having trouble staying motivated while working from home, then book a tour of 1628 so you can see our amazing coworking options for yourself! 


1628 also offers conference room space to bring the remote team together and host an in person meeting. 


As more businesses embrace remote work due to the pandemic, we’re seeing an increase in intangibles such as virtual fitness classes, access to online learning platforms, mental health tools, and smart home devices being provided as workplace benefits by employers around the world. This trend is likely here to stay with 43 other projected trends related to workplace benefits by 2023 according to recent research from the Remote-First Institute. Employers looking for ways how they can accommodate their current or future remote workforce should consider offering intangible perks as part of their available employee packages if they want to remain competitive in today’s job market. It’s important that employers recognize that offering these sorts of benefits is key to retaining talented workers who need flexibility managing both professional and personal lives successfully. Ultimately, investing in intangible workplace perks can pay off big time for both employees and employers alike. 


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