Benefits That Actually Benefit Your Employees

Did you know most employees go 14-20 weeks without a company-sanctioned day off at the start of the year? Or that the average American spends 53 minutes commuting daily, only to sit in online meetings for half the day at the office?

Is that healthy? Probably not. More importantly, do employers even care?

They should. Employees today want – and deserve – benefits that reduce stress, not add to it. They need work that respects their time, autonomy, and well-being. Employers should design benefits policies that make work-life balance easier without detracting from career growth.

The employee-centric workplace is a 21st-century phenomenon, originally led by tech companies that demanded a lot from their teams. In return, they offered extensive perks—insurance, flexible PTO, free meals, office entertainment, even dry cleaning and pet sitting. Soon, ad agencies and marketing firms joined the trend. But somewhere along the way, these perks became the focus, not the people they benefitted. Companies prioritized job listing appeal over meaningful benefits. Today, that approach no longer works. Employees want real, impactful changes that support their well-being.

So, how can companies make this shift? Here are some considerations to explore:

• Intentional and flexible time off: Too many companies push relentless work sprints, then wonder why employees burn out or leave. Offering flexible PTO is great, but culture matters, too—employees should feel encouraged to actually use it. Organizations should also consider company-wide days off between long holiday gaps. At Consiglieri, we close for two days every March to provide an intentional mental reset in the 3+ month stretch between Presidents’ Day and Memorial Day.

• Affordable health coverage: Stress about medical expenses weighs heavily on employees, especially in high-stress fields like marketing and advertising. Employees typically contribute between 17% and 38% toward their own and their family's ever-rising insurance premiums. Covering premiums—especially for dependents—reduces financial anxiety. At Consiglieri, we cover 100% of employees' premiums and 75% for their families. 

• Remote work: Employees don’t want to commute for “office culture” – they want and deserve flexibility. In-office days should be intentional, not just a way to check attendance. Sure, it means you are going to have to get crisper and clearer about your expectations, but the trade-off is more productive and happier employees. To put this into action, ensure in-office days have a clear purpose—team collaboration, brainstorming, or strategic planning—rather than just attendance. Set clear expectations for remote and hybrid work to foster productivity and engagement while giving employees the flexibility they value.

• Higher pay: Seems obvious, right? But companies often focus on perks over simply paying people more. Competitive salaries improve well-being and reinforce mutual trust—employees know best how to use their money. Consiglieri has consistently paid our employees Tier 1 market salaries regardless of where they choose to live and work, reinforcing our commitment to remote culture and personal well-being.

No two workforces are exactly alike, so what works for one company may not resonate with another. The best way to know what your employees need? Ask them. You won’t be able to grant every request, but even small adjustments can make an impactful difference.

The bottom line? Employees don’t need gimmicks; they need real support. The companies that recognize this—and act on it—will be the ones that thrive in today’s evolving workplace.