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I'm having trouble parsing this article. Quoting: > Amit Sharma, currently an HR leader in a multinational IT consulting firm, who has dealt with employee rewa

I'm having trouble parsing this article. Quoting: > Amit Sharma, currently an HR leader in a multinational IT consulting firm, who has dealt with employee rewards for more than five years, said there is a golden rule for any benefit. If it doesn’t fall under the three categories listed below, always pay cash. > If the “perceived value of the benefit is greater” than what the company pays it should be a benefit. For instance, health insurance is usually expensive, so, if a company offers it, employees value it more. If a company wants to “give a message” using a benefit like a concierge service (travel bookings and tours) it sends out a message: Just focus on work. We’ll take care of the rest. Wellness-related benefits showcase a firm's desire to promote healthy habits. > “So, if a Pizza party is for engagement with no clear objectives, it is a waste of money. Just pay the cash. But if it serves a purpose then they should consider it,” Sharma said. English is not my first language, but this seems harder than average to understand. I'm curious if native speakers have the same difficulty, or it's just me.

sylens 3y ago
It's a poorly written article, and that's not the only example. But that first paragraph is brutal with multiple, consecutive descriptive clauses
- roundandround 3y ago
  Yes though its also written for people who speak an entirely different dialect of English that's a bit more distant than Wisconsin vs BBC.
Eisenstein 3y ago
It is very strangely structured, but it isn't nonsense. > said there is a golden rule for any benefit. If it doesn’t fall under the three categories listed below, always pay cash. When looking to give something to employees that is not a raise of their salary, you should meet one of the following three criteria and if you can't then default to giving them a cash bonus. > If the “perceived value of the benefit is greater” than what the company pays it should be a benefit. For instance, health insurance is usually expensive, so, if a company offers it, employees value it more. If a company wants to “give a message” using a benefit like a concierge service (travel bookings and tours) it sends out a message: Just focus on work. We’ll take care of the rest. Wellness-related benefits showcase a firm's desire to promote healthy habits. Money can buy things but not all the things -- convenience, the ability to buy as a group, leveraging connections that an organization has are all things that are more valuable to an employee than cash, and they will realize this. > “So, if a Pizza party is for engagement with no clear objectives, it is a waste of money. Just pay the cash. But if it serves a purpose then they should consider it,” Sharma said. If you want the employees to hang out with each other and use pizza to pretend it is a benefit and not a forced engagement, then you are going to be disappointed because employees are not stupid (even though you were in charge of hiring them a bunch of smart ones slipped through), so just give them cash and they will appreciate that and not feel like you are treating them like suckers.
deleted 3y ago
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sylens 3y ago

It's a poorly written article, and that's not the only example. But that first paragraph is brutal with multiple, consecutive descriptive clauses

roundandround 3y ago
Yes though its also written for people who speak an entirely different dialect of English that's a bit more distant than Wisconsin vs BBC.

Eisenstein 3y ago

It is very strangely structured, but it isn't nonsense. > said there is a golden rule for any benefit. If it doesn’t fall under the three categories listed below, always pay cash. When looking to give something to employees that is not a raise of their salary, you should meet one of the following three criteria and if you can't then default to giving them a cash bonus. > If the “perceived value of the benefit is greater” than what the company pays it should be a benefit. For instance, health insurance is usually expensive, so, if a company offers it, employees value it more. If a company wants to “give a message” using a benefit like a concierge service (travel bookings and tours) it sends out a message: Just focus on work. We’ll take care of the rest. Wellness-related benefits showcase a firm's desire to promote healthy habits. Money can buy things but not all the things -- convenience, the ability to buy as a group, leveraging connections that an organization has are all things that are more valuable to an employee than cash, and they will realize this. > “So, if a Pizza party is for engagement with no clear objectives, it is a waste of money. Just pay the cash. But if it serves a purpose then they should consider it,” Sharma said. If you want the employees to hang out with each other and use pizza to pretend it is a benefit and not a forced engagement, then you are going to be disappointed because employees are not stupid (even though you were in charge of hiring them a bunch of smart ones slipped through), so just give them cash and they will appreciate that and not feel like you are treating them like suckers.

deleted 3y ago

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