Remember the days when beanbags, ping-pong tables, and an endless snack bar were the ultimate markers of a “cool” workplace?
Well, today's workforce has come a long way. Today’s workforce is politely and sometimes not-so-politely saying, “Thanks, but no thanks.
”Welcome to the Anti-Perks Era (yes a new term I learnt recently), where employees see beyond the sparkle and start asking tougher questions, like “What’s the point of nap pods if I’m too burnt out to use them?”
Nap pods were introduced in 2010 to boost rest and creativity in several organizations in the silicon valley. Ironically, many never had the time to rest. (Source) Bolt recently cancelled its unlimited leave policy, because, surprise surprise, the top performers weren’t using it as they were too busy working, while others were, leading to imbalance. (Source) Studies show employees with unlimited PTO often take less time off than those with fixed leave policies. So much for freedom! When employees don’t feel psychologically safe, aren’t trusted, or are drowning in unsustainable workloads, no amount of kombucha on tap will fix the burnout. “You can’t mask burnout with a pizza party.” (Source)
Perks ≠ Culture
Let’s face it…free snacks and foosball feel a little tone-deaf when the real needs are things like:
- Trust
- Boundaries
- Psychological safety
- …and maybe a manageable workload?
So, what do employees actually want?Here’s what’s tops the wish list according to me… and spoiler: it’s not beanbags.
- Fair, transparent time-off and flexi work policies: ones people actually feel safe using.
- Flexibility with boundaries: not “we trust you… but also here’s your 9 PM call.”
- Psychological safety and supportive leadership: not perks stacked on a shaky foundation.
- Clear growth paths: not just promotions dangled like carrots.
- Empathetic leadership: not just town halls that sound good but go nowhere.
Where can organizations begin?
- Audit your perks: are they being used? Or just there for the employer branding reel?
- Invest in manager capability: trust us, a great manager beats a massage chair.
- Ask the real questions: What helps you do your best work? What gets in the way? What does support look like to you?”
- Shift from vanity perks to genuine support: Think coaching, mentoring, clarity, purpose-driven work, clear career paths and wellness programs that actually works.
Because at the end of the day, perks don’t build culture — people do. So let’s go beyond sparkle. Choose support over sizzle. After all, no one ever said, “I stayed at this company because of the beanbags.”
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