Increase profitability by 23%
Boost productivity by 21%
Increase profitability by 23%
Boost productivity by 21%
We all want our employees to feel inspired and motivated. But motivation doesn’t always come from financial sources, such as bonuses or promotions. Sometimes, the most meaningful change stems from benefits that recognise personal lives, build community or ease daily pressures.
Whether your goal is to improve engagement scores or reduce staff turnover, non financial incentives are a practical way to show employees you’re listening and responding to their needs. These simple ideas can significantly improve culture and performance.
Related: 60+ Employee perks your team will love
Non financial incentives are benefits that fall outside traditional pay and bonuses. They include things like flexible hours, wellbeing support and personalised recognition. These incentives shape how people feel about their work without directly affecting their salary.
They’re important because they respond to real human needs. Employees want more than just pay. They want to be recognised, trusted and supported in balancing work and life.
But what exactly do employees want? Which incentives will make the most difference?
These ten incentives are practical, people-first and grounded in what really matters to employees. They don’t require huge investment, but they do require care and consistency.
Giving employees control over when and where they work improves focus and reduces stress. Whether through remote working, adjusted hours or a four-day week, flexibility shows trust and respect for people’s time.
Shorter working days during summer months or early Friday finishes are simple non financial incentives that encourage better balance. They give employees time to enjoy longer evenings or take care of personal matters without using annual leave.
These kinds of adjustments boost morale and reflect an understanding of the importance of time away from work.
Giving people their birthday off, or letting them choose another meaningful day instead, adds a personal touch to your benefits offering. It signals that personal milestones (or personal moments that matter) are noticed and valued.
This incentive costs very little but feels significant to the individual.
Providing healthy snacks, meals or drinks at work makes a difference to daily routines. It’s convenient, saves money and helps create informal opportunities to connect with colleagues.
It also supports overall employee wellbeing by encouraging regular breaks and healthier choices; it is things like this that make a huge difference to employee health.
Although not direct financial assistance, providing access to financial education, budgeting tools or pensions advice helps employees feel more confident about money. Consider what you can do to help improve financial wellbeing within your company.
Discounts on everyday purchases, travel or leisure activities can ease financial pressure. These schemes are practical and appreciated, particularly in times of high living costs.
They’re also easy to manage through third-party providers and can be scaled to suit organisations of any size.
Offering reduced-cost gym access or fitness classes supports physical and mental wellbeing. It encourages healthy routines and helps employees feel energised.
Pair this with wider health initiatives like cycle-to-work schemes or walking challenges to create a stronger impact.
Recognition doesn’t have to involve a formal award. Monthly peer nominations, thank-you emails or spotlight moments in team meetings are all examples of how regular appreciation can make people feel seen.
When recognition comes from all levels, not just management, it helps build a stronger, more connected organisational culture.
Paid volunteering days give employees the chance to support causes that matter to them. It shows the organisation values social responsibility and personal purpose.
This incentive also builds pride and encourages connection beyond the workplace.
Even a modest annual learning allowance can be transformative. Employees might choose to learn a new language, take a course or develop a skill that brings fresh thinking to their work.
Giving individuals the freedom to choose their own path keeps motivation high and supports long-term development.
Non financial incentives work best when they are informed by employee voice. When you listen carefully and act on what you hear, people notice. These types of incentives can shift the day-to-day experience at work and signal a workplace that genuinely values its people.
They’re a practical way to improve wellbeing, reduce stress and build a more connected, engaged workforce.
Non financial incentives are most effective when guided by real insight. People Insight’s intuitive employee experience platform helps you capture honest feedback and understand what matters most to your people.
Enquire today about a staff wellbeing survey and learn how meaningful change can start with listening.
