GymPass RFP Response

Goals

To obtain information about employee perks including what is considered the new normal, what improves their happiness, perks that help them make employment decisions, ROI on fitness, as well as examples of the most successful HR tech companies, their employee perks and the success of three sided marketplaces. This will be used to inform a RFP response for GymPass.

Early Findings

  • A recent Clutch survey of more than 500 floaters found that 94% of persons that often work from communal work spaces, prefer this option because the amenities are better than their corporate ones.
  • 71% liked the bottomless cups of Joe, 56% liked the free food available to them, and 26% of them like their open-door policy to have their pets with them.
  • Some benefits such as "[n]ap rooms, ping-pong tables, gym memberships, [and] free meals" were only available at cutting-edge tech startups but has been adopted by other small and large companies.
  • Other examples include baking classes (Evernote), six paid days for volunteerism and $1,000 donation to employee's choice of charity (Salesforce), and "Yay Days"/2 paid days off (REI).
  • Companies are using any means available to attract and retain top talents and this could include unlimited vacation or even pet care.
  • Glassdoor found that 57% of employees from their "20 companies with the best employee benefits", took their job based on the perks available to them among other considerations.
  • PricewaterhouseCooper (PwC) offers an annual amount of $1,200 for employees to use towards their student loan debts and is available to them for up to 6 years.
  • In another survey, Glassdoor found that 80% of employees were happier with getting perks in their jobs rather than an increased pay.
  • Small companies have been considering reimbursement of vacation expenses as well as giving free books while companies like Google offers biweekly chair massages, yoga classes and professionally prepared lunches.
  • Twitter is another company that has been innovative in offering employee perks such as on-site acupuncture while SAS offers employees college scholarships for their children.
  • Perks that are attractive include medical insurance (health, dental, vision), flexibility (working remotely) as well as a better work-life balance.
  • For fitness/wellness programs, employers may spend $150 to $1,200 annually for each employee.
  • According to United Healthcare's survey, employers report that wellness programs have given them between $1 and $4 return on every dollar they spent for the program.

Proposed next steps:

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