How to Build an Employee Perks Program That People Actually Use
A perks program is only valuable if people actually use it. Here's how HR can build an employee perks program designed around real usage, not just a long list of offerings.
How to Build an Employee Perks Program That People Actually Use
Many organizations already have a perks program, and many of those programs are quietly underused. Employees skim past the announcement email, forget the platform exists, or simply never find a perk relevant enough to bother redeeming. The problem is rarely a lack of offerings. It is usually a lack of design, built around what is easy to add to a list rather than what employees will actually reach for. Building a perks program people genuinely use requires a different starting point altogether.
Design Around Usage, Not Just Variety
It is tempting to measure a perks program by how many offerings it includes, but a long list does not guarantee value. A smaller set of perks that align closely with what employees actually spend on, groceries, transportation, food delivery, everyday essentials, tends to get used far more consistently than a broad catalog filled with niche or rarely relevant discounts.
Before adding new perks, it helps to look at usage data from existing ones, where available, to understand what is actually being redeemed versus what is quietly ignored. This tells HR far more than assumptions about what employees "should" want.
Make Access Simple, Not Just Available
A perk that is technically available but difficult to access might as well not exist. If redeeming a discount requires multiple steps, separate logins, or manual approval, usage drops sharply regardless of how good the offer is. Employees are far more likely to engage with lifestyle offers and privileges that live in one simple, familiar place, rather than scattered across different platforms or codes.
Reducing friction is often more impactful than adding new perks altogether. A smaller program that is effortless to use will almost always outperform a larger one that requires effort to navigate.
Ask Employees What They Actually Want
The most reliable way to build a perks program people use is to ask employees directly, before finalizing offerings, not after usage numbers come in low. A short survey on spending habits, lifestyle needs, or commonly used services often reveals patterns HR would not have guessed based on assumptions or competitor benchmarking.
This also prevents a common mistake, building a program based on what looks impressive externally, rather than what actually fits the specific workforce using it.
Communicate Perks in Context, Not Just Once
Many perks programs are announced once, during onboarding or a single company wide email, and then forgotten. Employees are far more likely to use perks when they are reminded in relevant moments, a food delivery discount mentioned during a busy work week, a wellness perk highlighted during a stressful period, rather than through a single generic announcement that gets buried.
Consistent, well timed digital communication can keep perks visible without feeling repetitive, reinforcing awareness without overwhelming employees.
Review and Refresh Regularly
Employee needs shift over time, and a perks program that felt relevant a year ago may not reflect what employees value today. Reviewing usage patterns periodically and refreshing offerings based on real feedback keeps the program from becoming stale or disconnected from actual employee life.
Final Thoughts
An employee perks program only creates value when people actually use it, and usage depends far more on relevance and simplicity than the number of offerings included. HR teams that design around real employee habits, reduce friction, and communicate consistently tend to build programs that feel genuinely useful, rather than ones that exist but go quietly unused.
If you're ready to build a perks program employees will actually use, explore ICE's full range of services or learn more about our approach to better workplace experiences.