How do you set the techsphere ablaze with cries of foulplay?  One sure-fire way is to proclaim the cutback of famed employee perks at darling Google.  Whether founded or not, Silicon Valley gossip blog, Valleywag, has on a number of occasions claimed that one of Google’s most-beloved perks – free food – was to some extent, on the chopping block. (Check out the “food” pictured in hyperlink number – I’m not sure that can classify as a “perk” unless you’re an enterprising cardio surgeon.)

When the rumour again surfaced today, bolstered by the over-played (and incorrect) fault of a weakened stock price, the response was as expected, with many jumping on the bandwagon claiming Googlers are a(n overly-) pampered bunch, who’ve got nothing to complain about, even if their free dinners were to be taken away.

Whether the rumour is in fact true or not (seems to be an exaggeration of one single cafeteria being cut back) this raises a hot topic that many organizations are still struggling with, and the billion dollar management challenge of finding the right balance for employee rewards.  While Google is certainly the crown jewel of “total rewards”, there are many other organizations with very progressive, company-appropriate rewards programs who seem to be getting it right, day after day (albeit not many as all-encompassing, but then again, not everyone’s sitting on seven billion or so in cash).

For me, I suppose the question with such full employee “perks” has always been: is it really a “perk”, when I don’t have to leave the office to enjoy some of the luxuries, and even the ennui, of everyday life?  While it would be neat to have my dry cleaning left, and picked up, at the office, I’ve got a great place just down the street from my house, where the banter alone is sometimes worth the extra time/money spent. 

Whether you see them as pampered employees or not, I challenge the notion that Googlers should just “be happy with what they’ve got”, as I’ve not heard of too many organizations being able to take away what’s been promised, without significant “feedback”, lavish or not.

I, for one, think the Googlers have earned it, and while I’ve never worked for an employer with volleyball courts, countless cafeteria options or gondola-fashioned offices, I’ve been quite fortunate to have enjoyed a strong element of employee/employer trust, which has allowed for flexibility in how work is completed and the ability to continually push the limits by challenging the status-quo, and that’s been “reward” enough for me and many colleagues and friends across organizations.

I’m very interested in hearing about your employee “perks” (or lack thereof) that have either enhanced or made your work life challenging.  In order to be meaningful, do they have to be quantifiable (monetarily)?

See you in the morning for breakfast at the Googleplex to discuss…