Most companies offer some kind of discount, such as restaurant deals, gym memberships, tech gadgets, and concert tickets. It’s a feel-good perk that doesn’t cost much. But here’s the thing: employee discount programs aren’t just about saving money.
They’re signals. Every perk tells a story about what your company values and what it doesn’t.
Discounts Are Messaging in Disguise
Whether intentional or not, your perks say something. A discount on outdoor gear suggests the company encourages adventure and wellness. A deal on fast food might point to convenience over health.
The question is: does the message match what you want your culture to be?
Employee discount programs work best when they align with your identity. If your company claims to value sustainability but all the partner brands are mass-market and plastic-heavy, the disconnect is loud. And people notice.
Company Values and Employee Perks Go Hand in Hand
Stop treating values as just posters in the breakroom. Instead, your values should inform your everyday decisions’ like which perks get approved.
If you say you support mental health, why not offer discounts on therapy apps or meditation tools? If family time is a core value, do you support museums, parks, or experiences kids can enjoy?
Aligning company values and employee perks creates consistency. It shows employees that leadership isn’t just talking the talk.
What Happens When the Discounts Miss the Mark
Let’s say your workforce is largely remote, but most discounts are tied to businesses near HQ. That sends a subtle signal: the office crowd matters more. Or imagine a diverse team, but your discounts only cater to mainstream holidays and big-box stores. That creates a sense of exclusion, even if it’s unintentional.
Perks are small details, but they add up. They shape the employer brand perception from the inside out.
Employees talk. They notice when a perk reflects their life and when it doesn’t.
Rethinking Employee Discount Programs with Intent
Here’s how to make your employee discount programs feel like they actually mean something:
1. Ask First
Survey employees on what kinds of discounts they’d actually use. Better yet, ask what they wish they had.
2. Include a Mix
Blend national brands with local favorites. Include cultural touchpoints, wellness tools, and family-friendly options.
3. Keep It Updated
Outdated or expired discounts feel lazy. Review your offerings at least twice a year.
4. Make It Visible
A good discount means nothing if people don’t know about it. Promote them regularly, especially during relevant seasons or life moments.
5. Match Perks to Values
This is the key. Go back to your core values. For every new perk, ask: “What does this say about us?”
Final Thought
Employee discount programs are quiet messengers. They tell your team what you care about: wellness, flexibility, family, fun, or maybe none of the above?
Done right, employee discount programs boost morale and reinforce your culture. Done poorly, the programs create mixed messages and missed opportunities.
So the next time you roll out a new perk, ask yourself: “What story is this telling?”
Whether you say it or not, your discounts are speaking on your behalf.
