he office has changed. As hybrid work is becoming the norm in many organizations, vintage-perk packages (in-office snacks, gym facilities) no longer hold up to the way people work. Workers work from home, the office, sometimes anywhere. Their bosses' job is simple: how do you design perks that work for all in that new world?
The answer is to create hybrid-friendly, universal perks that cater to hybrid lifestyles.
Why the old perks don't work anymore
Perks previously were built from office hours. Free lunch, ping pong tables, and transit stipends all made sense when everyone was in the same physical space. But in hybrid work, these perks seem out of sync–or even discriminatory to those outside the office.
In order to keep employee interest, companies need to redefine perks for a generation that values choice, autonomy, and balance. It is important to redesign employee value propositions, to let more people join, stay, and grow with the company. Also, keep in mind to design benefit packages for multigenerational teams: we are living in an era where different generations meet each others in the workplace, so it's crucial to make them all happy and satisfied.
Principles for perks in a hybrid world
Designing perks for hybrid teams requires a mindset shift. Instead of treating perks as static add-ons, companies need to view them as dynamic tools for engagement, adaptable to where people work, how they live, and what they value most. The following principles can guide organisations in building benefit strategies that stay relevant in a hybrid future.
1. Flexibility is the new standard
Just as hybrid work allows employees to decide where they want to work, perks must allow employees to choose how they wish to be supported. Flexible benefits platforms allow individuals to allocate funds to that of biggest importance: childcare, gym membership, holidays, or individual wellbeing.
2. Inclusivity across locations
Distributed teams geographically are typical hybrid teams. Perks must be seen as fair by employees no matter where they work. Instead of office-centric perks, organizations can give digit-first perks (e.g., wellness app) or local stipends that can be utilized by employees on the ground.
3. Wellbeing at the center
The pandemic has firmly established that wellbeing is not up for negotiation. Benefits that mention mental health, physical activity, and financial security strike home. From therapy allowances to home office allowances, wellbeing benefits hold the hybrid model's secrets.
4. Connection still matters
Hybrid work generates distance, so perks must encourage proximity as much as they can. Team off-sites, learning sessions, or even virtual events can accommodate experiences of belonging. Future perks of the workplace are less centered on individual support, and more culture for the masses.
5. Benefits that grow alongside employees
Hybrid work is dynamic, and so is employee need. The ultimate perk strategy is never frozen. In fact, it constantly changes based on feedback, life stages, and business maturity. It's critical to replenish and refine perks from time to time to make them retain their validity.
Examples of hybrid-friendly perks
Translating these principles into practice doesn’t have to be complicated. Many companies are already experimenting with hybrid-friendly perks that balance personal choice with company culture. Here are some examples of benefits that work well in flexible setups and can easily be adapted to different teams and geographies:
- Home office stipends for equipment and ergonomics.
- Wellness credits for fitness, therapy, or mindfulness programs.
- Remote-accessible learning and development budgets.
- Flexible time-off policies that allow for varying workstyles.
- Team activities, virtual or face-to-face, that foster intimacy.
Workplace perks of the future don’t look like trendy office perks. It’s choice, it’s inclusivity, and it’s human interaction in the hybrid workplace. When benefits adapt to shifting work patterns, they go from perks to proof of the value that a company invests in its people whether they’re at work or elsewhere. Because in the hybrid era, the best perks don’t come with an office, they come with people.
