Beyond the Pizza Party: What Your Employees Actually Want

A slice of pizza might cost you $4, but relying on it to meet the needs of your team may take a bite out of your bottom line.  

For years, employers have leaned on perks like catered lunches, casual Fridays, and the occasional pizza party to boost morale. However, in today’s competitive talent landscape, surface-level perks are no substitute for meaningful engagement, growth, and well-being.  

According to Gallup’s State of the Global Workplace 2024–25 report, global employee engagement has declined the second time in over a decade, dropping from 23% in 2023 to 21% in 2024. This slip hits more than morale and is estimated to have cost the global economy $438 billion in lost productivity.  

On top of this, manager engagement fell from 30% to 27%, with younger and female managers experiencing the steepest declines. Since management accounts for up to 70% of the variance in team engagement, this trend presents a significant risk for organizations hoping to retain top talent and build high-performing teams. 

What Employees Want 

You can’t keep these teams without understanding what truly motivates them and what they expect from you as an employer. Spoiler warning: what they want isn't pizza. But, it is:  

1. Career Development and Growth 
   One of the most common reasons employees disengage, or leave, a company is a lack of visible growth opportunities. McLean & Company’s 2024 report lists stalled development as a top driver of turnover. LinkedIn’s 2024 Workplace Learning Report echoes this, noting that 94% of employees would stay longer at a company that invests in their career growth. 

   We also know that organizations are starting to respond to this trend. SHRM’s 2023 Employee Benefits Survey found that 78% of employers now offer support for professional development, such as tuition reimbursement and certifications. Companies wanting to retain their best employees need stay competitive with their career development offerings.  
   

2.  Flexibility and Autonomy 
   Flexibility isn’t a perk anymore, it’s an expectation. McLean & Company’s 2024 HR Trends Report shows that hybrid work, flexible hours, and results-based performance models are becoming the norm, particularly for younger and mid-career professionals. Additionally, a 2023 academic study from the University of British Columbia has also linked flexible scheduling with improved employee well-being and reduced turnover. 
   
   This shift reflects a broader cultural change: workers increasingly prioritize work-life integration over traditional 9-to-5 office presence. Companies that offer rigid, inflexible structures risk losing talent to organizations that empower employees with choice and autonomy. 
   

3. Recognition, Trust, and Belonging 
   Gallup reports that employees who trust their managers are 4× more likely to be engaged, and 58% less likely to be job hunting. Recognition and trust aren’t just feel-good concepts, they’re strategic tools that are integral for retention and performance. When employees feel genuinely valued, their motivation and productivity increase. 
   
   CPHR Canada’s People Profession 2023 report highlights that equity, diversity, and inclusion (EDI) are key to fostering a genuine sense of belonging. A culture where employees feel safe, respected, and included drives engagement and innovation. It’s vital for companies to acknowledge that employees want to be truly recognized, not just rewarded, for their contributions, fostering authentic connections that encourage loyalty and long-term commitment. 
   

4. Mental Safety and Well-being 
   Mental health remains a critical priority for today’s workforce. McLean & Company’s 2024 data shows a significant increase in employers offering mental health benefits such as Employee Assistance Programs (EAPs), paid mental health days, and access to counseling or therapy services. These supports are no longer optional but essential components of a competitive benefits package. 
   
   Employees now expect their workplaces to actively promote mental well-being and foster psychologically safe environments. Organizations that prioritize mental health and psychological safety see not only improved employee resilience but also higher engagement, reduced absenteeism, and better overall performance. 

What Should You Offer? 

While broad trends are helpful, the most effective strategies come from listening to your people. Consider: 

• Pulse surveys and feedback platforms to gather anonymous insights. 

• Stay interviews to understand why employees remain... and what could cause them to leave. 

• Manager training to build relational trust and communication skills. 

• Customized benefits aligned with the demographic needs and personal preferences of your team.  

The era of one-size-fits-all perks is over. Organizations that succeed in aligning people strategies with employee priorities don’t just improve retention; they create a more motivated, resilient, and productive workforce. If you want to retain your talent and build a meaningful, powerful team – change the menu. Order good and relevant people strategies instead of pizza.  

Craving a better business? We don't do Pizza-Parties, but we can help with your People Strategy.  

Contact us today: movehr.ca/contact 

References: 

• Gallup. (2024). State of the Global Workplace Report 2024. https://www.gallup.com/workplace 

• SHRM. (2023). 2023 Employee Benefits Survey. https://www.shrm.org 

• McLean & Company. (2024). HR Trends Report. https://hr.mcleanco.com 

• CPHR Canada. (2023). People Profession 2023 – Canada Report. https://cphr.ca 

• University of British Columbia. (2023). Flexible Work and Employee Wellbeing Study. UBC Department of Psychology