Stop Investing in Perks—Start Building Purpose
We’ve all seen it: companies that boast about their ping pong tables, unlimited snacks and wellness programs as if these perks alone create a thriving workplace. But the reality is much different. While these benefits sound appealing, they do little to nothing to solve the core issues that impact employee engagement, productivity and overall well-being.
Ping pong tables might be fun, but they can’t fix broken trust, poor communication or disengaged employees. Unlimited snacks won’t cure burnout or create a sense of purpose. And wellness programs fall flat when employees are overwhelmed, underappreciated and unsupported. These are surface-level perks that distract from the real work that needs to be done.
So, what actually works?
Let’s dig into the heart of the issue—employee engagement. When employees feel engaged, purposeful, and supported, that's when the magic happens. And it’s not just a feel-good idea; research backs it up.
The Problem with Perks: Why Fluff Won't Fix Your Culture
In a study by Gallup, companies with higher employee engagement outperform their competitors by 147% in earnings per share (Gallup, 2016). Employee engagement is linked to higher productivity, lower absenteeism and reduced turnover. It’s clear that engagement—not ping pong tables—is what drives a company’s success. Yet companies continue to invest in superficial perks, hoping they’ll improve morale and retention.
Here’s the hard truth: perks without purpose are empty gestures. People need more than free snacks and wellness apps. They need to feel a deep connection to their work, to each other and to the goals of the organization.
Research shows that increased employee engagement leads to higher profitability, increase in productivity, lower absenteeism and high customer satisfaction.
What Employees Really Want: Engagement, Purpose and Growth
Engagement happens when employees feel connected to their work and their organization. But how do we build this connection? It starts by addressing three core needs: engagement, purpose and growth.
Engagement. Employees need to feel that their work matters and that they are contributing to something bigger than themselves. Harvard Business Review reports that employees who feel connected to their work are 55% more likely to be engaged and productive (HBR, 2020).
Purpose. Research from McKinsey shows that employees who feel a sense of purpose at work are four times more likely to stay with their company (McKinsey, 2021). When employees understand how their work contributes to the overall mission of the organization, they are more motivated and fulfilled.
Growth. Employees want opportunities to grow and develop. A study by LinkedIn Learning found that 94% of employees say they would stay longer at a company if it invested in their career development (LinkedIn, 2019). Growth isn't just about promotions—it's about learning new skills, taking on new challenges, and being part of a company that values personal and professional development.
The Energy-Impact Model: Building a Thriving Culture
At the core of creating a high-performing, flourishing workplace is understanding the relationship between energy and impact. The Energy-Impact Model captures this relationship in three layers, each influenced by the others: Employee Energy, Engagement Energy and Impact Energy. Let’s break it down.
Employee Energy (The First Layer)
This is where it all begins—the energy that each employee brings to the table, which is directly affected by the Eight Pillars of Happiness: Confidence, Authenticity, Purpose, Compassion, Optimism, Feeling, Gratitude, and Curiosity. These pillars shape how energized, motivated and fulfilled employees feel.
If employees’ emotional and mental energy is depleted—whether through burnout, lack of recognition or misalignment with their values—their ability to contribute diminishes. But when their energy is nurtured through these pillars, it naturally leads to higher Engagement Energy.
Engagement Energy (The Second Layer)
As Employee Energy is nurtured, it flows into Engagement Energy. This layer represents how employees feel about their work, their team, and their overall experience within the organization. Higher engagement energy translates to higher job satisfaction, increased creativity, emotional and physical well-being and stronger relationships.
The result is a highly engaged workforce, but the energy doesn’t stop there. The benefits of high engagement feed directly into Impact Energy, creating tangible results for the organization.
Impact Energy (The Outer Layer)
When engagement energy is high, Impact Energy follows. This is the layer where the organization's success becomes evident. Employees who are energized and engaged deliver better outcomes across the board, including:
Increased productivity. Engaged employees work more efficiently and effectively, driving overall performance.
Improved problem-solving. Employees with strong energy and engagement can think critically and approach challenges with a fresh perspective.
Better retention rates. When employees feel satisfied and connected to their work, they are more likely to stay, reducing costly turnover.
Stronger collaboration. Teams with high engagement energy collaborate more seamlessly, improving workflows and reducing friction.
Higher customer satisfaction. Engaged employees create better customer experiences, leading to higher satisfaction and loyalty.
Better business outcomes. When employee energy leads to higher engagement and impact, the entire organization benefits from improved performance, innovation, and profitability.
Understanding this flow—from Employee Energy to Engagement Energy to Impact Energy—allows leaders to focus on what truly matters. Instead of surface-level perks, it’s about nurturing the core of your employees’ well-being, fostering engagement and ultimately driving success.
When we focus on creating spaces for employees to flourish, it leads to higher engagement and a bigger impact for the business as a whole.
What You Can Do to Foster Real Engagement
Here are three actionable steps you can take to move beyond surface-level perks and create a culture where employees truly thrive.
Ask for feedback. Regularly check in with your team to understand how they’re feeling about their work and their place in the organization. Use this feedback to make meaningful changes, whether it's improving communication, recognizing achievements or rethinking workload distribution.
Connect work to purpose. Help employees see how their daily tasks contribute to the overall mission and goals of the company. Create opportunities for them to engage in meaningful projects that align with both their personal values and the company’s goals.
Invest in development. Provide opportunities for employees to grow their skills and take on new challenges. Whether it's offering mentorship, training programs or leadership opportunities, investing in growth shows that you’re committed to their long-term success.
Introducing The Supercharged Workspace
If you’re ready to take your workplace culture to the next level, I’d love to introduce you to my new offer, The Supercharged Workspace. This program is designed to help companies implement the Energy-Impact Model and create thriving, high-performing teams. We’ll focus on building engagement, purpose and growth while removing the distractions and fluff that don’t move the needle.
Reach out to learn more about how The Supercharged Workspace can transform your workplace into one where people flourish—and where productivity and innovation soar.
A supercharged workspace sees increased employee retention, engagement and innovation that leads to higher impact and profitability.
Goodbye Fluff, Hello Flourish
Perks like ping pong tables and unlimited snacks are fine, but they aren’t going to fix deeper issues like disengagement and burnout. To create a culture where everyone flourishes, we need to focus on what truly matters: engagement, purpose and growth. By investing in the energy and impact of your employees, you’re not just creating a more enjoyable workplace—you’re creating a more successful one.
