Company Year-end Gifts: Making Benefit Plans More Temperature

At the end of the year, every company’s human resources department starts preparing for the next year’s personnel budget. One of the most challenging tasks is designing an employee benefit plan. Although more companies are beginning to recognize the importance of employee benefits in reducing turnover and boosting satisfaction, creating a plan that truly resonates with employees remains a tough challenge. Every employee wants benefits that align with their personal needs, making it hard for HR professionals to strike the right balance between cost and appeal. Gifts can make welfare more visible. Mary, an HR manager at a mid-sized foreign-owned manufacturing company, recently conducted a survey to understand what employees valued most in their benefits. The results were surprising: she expected people to focus on the content of the benefits, but 80% of employees weren’t even aware of what they were entitled to. What was going on? It turned out that even though the company handbook included a section on benefits, employees gradually forgot about it. At year-end, the company announced its annual welfare budget, but many saw it as just another official communication—boring and unengaging. How could they make employees pay attention to these benefits? To help employees better understand the company's welfare offerings, the HR department introduced a clear and easy-to-read benefits menu. This not only standardized the policies but also made it easier for employees to grasp what was available. It was a smart move—but not enough. Some HR managers found that when they paired benefits with tangible gifts, employees had a stronger emotional connection. For example, if a company offers training as part of its benefits, giving a small gift related to the session—like a set of office supplies or a photo frame with a group picture—can create lasting memories. These small gestures may not be expensive, but they leave a deeper impression than words alone. Gifts can also make welfare feel more “fresh.” Companies often spend a lot on benefits, but the impact is sometimes limited. Some even fall into a cycle where money is spent but results are poor, leading to employee disengagement and company frustration. The solution? Keep welfare feeling new and relevant. Take Company A, a financial services firm with around 700 employees. They offered standard benefits like insurance, pensions, and annual leave, along with additional perks like transportation subsidies, lunch allowances, and birthday gifts. But over time, employees stopped noticing these benefits. Everything felt routine and unexciting. The key was to tie benefits to meaningful experiences. For instance, if the company provided interest-free home purchase assistance, sending a thoughtful gift when an employee moved into a new home would make them feel cared for. This kind of gesture links personal happiness with company support, encouraging employees to work harder and stay longer. Cash-based benefits are popular, but their emotional impact fades quickly. When given via bank cards, they often feel impersonal. However, well-chosen gifts can bridge the gap between monetary benefits and real emotions. They serve as tangible reminders of the company’s care, helping employees remember and appreciate their benefits more deeply. Moreover, gifts can also help reduce the tax burden associated with employee benefits. While cash is preferred by many, it often comes with deductions. Replacing some cash benefits with physical gifts not only makes the benefits more noticeable but also avoids unnecessary taxes. Looking at the role of gifts from a happiness perspective, it’s clear that different generations value different things. In agrarian societies, food and clothing were happiness; in industrial ones, money mattered. Today, in the information age, freedom and self-expression are more important. This shift means that traditional monetary benefits may no longer be enough. As economist Huang Youguang noted, while income and happiness are linked at lower levels, once people reach a certain income threshold, the relationship weakens. This suggests that focusing solely on money isn’t enough to create long-term satisfaction. Gifts, on the other hand, can fill this emotional gap, offering something more meaningful than cold cash. In conclusion, employee perceptions of welfare, their level of engagement, and their overall well-being determine their satisfaction with company benefits. Gifts enhance these factors, making welfare more personal and impactful. As companies compete for talent, integrating well-chosen gifts into benefit plans can keep the program fresh and effective, ultimately strengthening the bond between employees and the organization.

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