Acts of Service in the Workplace

About the Five Love Languages

To get into Valentine’s Day spirit in a work-appropriate way, we’ve released a blog series dedicated to Dr. Gary Chapman’s 5 Love Languages and how they apply to work. This article is focused on acts of service in the workplace.

In case you’re not familiar, Dr. Chapman’s concept of the five love languages states that every person expresses or receives love in one of the following ways:

1. Quality Time: People who prefer this love language value time spent with them - they want to be seen. An example of Quality Time would be having personalized one-on-one meetings with an employee about their performance.
2. Receiving Gifts: This doesn’t mean that people value monetary things; they want to know that you’re thinking about them. A professional example would be offering employees a reward or bonus for a job well done.
3. Acts of Service: A person who values Acts of Service needs to see action over being told something good. An example that we will dive deeper into later in this blog would be providing benefits to an employee.
4. Words of Affirmation: Those who prefer words of affirmation need to hear positive things about me. An example of this language would be publicly saying, “Great job!” during a team meeting.
5. Physical Touch: People who communicate through Physical Touch simply want to feel connected to those around them. An example of physical touch would be giving an employee a high-five or a fist-bump for a job well done.

The love languages don’t apply to just romantic relationships. Your relationships with your family, friends, children, and, yes, coworkers all use some combination of Dr. Chapman’s five love languages.

In this blog series, we discuss how organizations can utilize the five love languages at work. We specifically discuss how businesses can use the five love languages to communicate effectively with their staff and improve the employer-employee relationship.

The Acts of Service Love Language

In this part of our five-part series, we apply the love language Acts of Service to the concept of showing workplace motivation through comprehensive employee benefits. As you read, you will find it’s advantageous to provide various benefits to their workforce, especially if acts of service is their primary love language. When you begin to speak someone’s love language, you find they are more receptive to feedback and more loyal to their employer.

What Is a Love Language?

A love language describes how a person receives love from others. While some prefer verbal praise, others enjoy earning awards. If we don’t know how someone likes to receive love, how can we give it to them? Relationships grow better when we understand each other, and we do that through love languages. Here are examples of the five love languages at work

What Makes Employee Benefits an Act of Service?

Employees are more productive when their employers take care of them. That’s not just speculation - it is scientifically proven. According to a neuroscience study mentioned by Inc., employees crave three things from their employers:

• That they are safe
• That they belong
• That they matter

When employees receive these three things from their workplace, their productivity increases, and they feel protected. That’s where benefits come in. Workplace benefits are an act of service because they provide security and safety to employees.

We all know the saying “actions speak louder than words.” When it comes to offering benefits, this saying rings true for employees. Workers want to know their job loyalty is not one-sided. The best way to show employees they are in an equal partnership is by providing them with comprehensive benefits.

The Importance of Benefits to Employees

According to an annual employee benefits survey conducted by SHRM, employers were more likely to increase offerings than decrease them. Twenty percent of employers reported expanded offerings for health-related benefits and wellness benefits alone. Organizations need to provide a well-rounded benefits package to attract and retain staff.

Part of an employee’s job-hunting process is checking out the benefits package a company offers. Businesses that provide competitive employee perks show future and current staff how much they are valued. When employees know their company cares about their health and well-being, companies can gain a competitive advantage over other companies vying for the same candidates.

How Employee Benefits and Motivation are Connected

How many times have you thought in any relationship: “Don’t tell me you care; show me”? The same ideology applies to the relationship an employee has with their workplace. Especially if they value the acts of service love language at work. It’s not enough that employers promise a great culture; they must show their employees that they care.

Retaining and motivating employees goes hand-in-hand. To retain employees, they must be encouraged to stay, and employers can achieve this through the acts of service love language in the workplace. So how can you show the acts of service love language at work? According to a survey, 25 percent of employees said that employee benefits and perks would positively impact productivity. The side effects of motivated employees include:

• Increased employee commitment
• Improved employee satisfaction
• Ongoing employee development
• Improved employee efficiency

Benefits are second only to compensation when it comes to retaining employees. While salary and benefits are the most significant operating expenses an organization has, they also have the highest return on investment (ROI) associated with their investments. This correlation means employees are worth the investment in providing extensive benefits to keep them motivated.

However, merely investing in employee benefits is not. How HR communicates these benefits has a significant impact on how employees respond to them. Don’t assume that just because you sent an email out about benefits available means that your employees understand them. Don’t believe us? Here are a few statistics to consider:

If employees are demoralized by their benefits, then they can’t be motivated by them either. Make sure you’re using your HR software and benefits administration software to ensure your employees are educated and informed about the benefits available to them.

Another way to motivate employees through benefits is by finding out what they want as benefits. Employee benefits include more than just health insurance options; they can consist of pet insurance, student loan repayments, or provided lunches. If you’re struggling to understand which benefits motivate your employees, have HR send out a survey and simply ask employees what they want. Their answers may surprise you.

We cannot overstate the impact of employee benefits on work motivation and productivity. Only 13 percent of employees are engaged at work, which means that up to 87 percent of your employees could leave your organization without thought. Can you imagine what the cost of replacing more than half of your employees would be? You could probably pay out your benefits package for the year, with change left to spare.

How Employee Benefits and Motivation are Connected

How many times have you thought in any relationship: “Don’t tell me you care; show me”? The same ideology applies to the relationship an employee has with their workplace. Especially if they value the acts of service love language at work. It’s not enough that employers promise a great culture; they must show their employees that they care.

Retaining and motivating employees goes hand-in-hand. To retain employees, they must be encouraged to stay, and employers can achieve this through the acts of service love language in the workplace. So how can you show the acts of service love language at work? According to a survey, 25 percent of employees said that employee benefits and perks would positively impact productivity. The side effects of motivated employees include:

• Increased employee commitment
• Improved employee satisfaction
• Ongoing employee development
• Improved employee efficiency

Benefits are second only to compensation when it comes to retaining employees. While salary and benefits are the most significant operating expenses an organization has, they also have the highest return on investment (ROI) associated with their investments. This correlation means employees are worth the investment in providing extensive benefits to keep them motivated.

However, merely investing in employee benefits is not. How HR communicates these benefits has a significant impact on how employees respond to them. Don’t assume that just because you sent an email out about benefits available means that your employees understand them. Don’t believe us? Here are a few statistics to consider:

• Of employees survey, 65 percent do not fully comprehend the value of their company-provided benefits
• Another 58 percent said they didn’t know what benefits they were entitled to use
• Less 63 percent of employees said they didn’t know enough about how to leverage their company-provided benefits

If employees are demoralized by their benefits, then they can’t be motivated by them either. Make sure you’re using your HR software and benefits administration software to ensure your employees are educated and informed about the benefits available to them.

Another way to motivate employees through benefits is by finding out what they want as benefits. Employee benefits include more than just health insurance options; they can consist of pet insurance, student loan repayments, or provided lunches. If you’re struggling to understand which benefits motivate your employees, have HR send out a survey and simply ask employees what they want. Their answers may surprise you.

We cannot overstate the impact of employee benefits on work motivation and productivity. Only 13 percent of employees are engaged at work, which means that up to 87 percent of your employees could leave your organization without thought. Can you imagine what the cost of replacing more than half of your employees would be? You could probably pay out your benefits package for the year, with change left to spare.

Offer Benefits Packages That Motivate Employees

So what benefits should you offer to your employees? Providing essential benefits such as health coverage, paid time off (PTO), and retirement is a great start, but is it enough to retain your top talent?

According to a national survey completed by Jobvite, “More than one-third of job seekers expect employers to offer a casual dress-code.” If this is the case, what types of benefits do employees value the most? We looked at a compilation of benefits that attract top talent and are examples of acts of service at work. Here are some benefits options to consider offering:

While some of these benefits come as no surprise, this list also includes more specialized perks that are worth considering. As an HR manager, it’s essential to have an open dialogue about your workforce’s most important benefits. Finding the right balance in the benefits package you offer will allow your company to retain a valuable workforce and maximize the money spent on benefits.

What Employers Gain From Better Employee Benefits

Offering a comprehensive benefits package isn’t just good for employees. Employers can gain the following advantages from reevaluating their employee benefits:

Acts Of Service Show Employees They Matter

The greatest act of service companies can demonstrate to their workers is offering a benefits package with their employees’ best interests in mind. Consider auditing your employee benefits packages, as well as incorporating employee feedback on current and future benefits options. Show your employees their organization cares about their well-being through different types of acts of service at work. Your business will feel the love too.

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