(单词翻译:单击)
Perks should reinforce a culture, not be undermined by it. Firms should not be offering employees access to advice on financial well-being if they pay worse than everyone else.
福利应该充实企业文化，而不是被企业文化所破坏。如果员工的薪酬低于其他公司，那么公司就不应该给员工提供财务幸福方面的建议。
They should not be touting mindfulness courses if they expect employees to work until they drop from exhaustion. And perks should be motivating to the widest possible group.
如果企业希望员工工作到筋疲力尽为止，那么他们就不应该吹嘘他们提供正念课程。福利应该激励尽可能广泛的群体。
Snack cupboards filled with calorific goodies are some people's version of a sugary paradise, and others' idea of obesogenic hell. If your perk is a source of controversy, it's probably not right.
装满高热量美味零食的小吃柜是一些人眼中的甜蜜天堂，也是另一些人心目中的肥胖地狱。如果你的福利是引起争议的来源，那么这个福利可能并不合适。
The framing of a perk matters, too. Mental accounting is a concept that was coined by Richard Thaler, a behavioural economist, to describe how people put different values on money depending on context.
福利的设定也很重要。心理账户效应是行为经济学家理查德·塞勒首创的一个概念，用来描述人们如何在不同情况下对金钱赋予不同的价值。
A discount on a small purchase feels more significant than the same amount off a big-ticket item, for example. Helping people with things they resent paying for can also be more effective than doling out treats.
例如，数额相同的折扣，用于买便宜东西比买贵的东西让人感觉更有意义。帮人们处理他们不愿花钱去做的事，也可能比直接给钱更有效。
In "Mixed Signals", an enjoyable new book on incentives, Uri Gneezy describes an experiment he conducted with three academics in Singapore, in which taxi drivers there were rewarded if they did a certain amount of exercise.
在一本关于激励的有趣新书《混合信号》中，乌里·格尼兹描述了他与三名学者在新加坡进行的一项实验，在实验中，如果出租车司机做了一定量的锻炼，他们就会得到奖励。
Some drivers were given $100 in cash and others were given a credit equal to the value of a much-disliked rental fee they had to pay to the firm that owned the taxi. The rental credit proved much more motivating to drivers.
一些司机获得100美元的现金，其他司机可以抵免他们必须支付给公司的一笔他们很讨厌的租赁费（因为出租车为公司所有）。事实证明，租金抵免对司机的激励作用要大得多。
Employers who offer help with pet insurance or student-loan debt repayments may be onto something.
提供宠物保险或学生贷款债务偿还方面帮助的雇主可能会得到不错的效果。
Perks also work best if they are noticed. Employees can quickly become habituated to something that is unvaryingly available.
如果福利被人注意到，也会让福利发挥最好的作用。员工很快就会习惯于一成不变的可获得的东西。
Ben and Jerry's offers its staff three pints of ice cream and frozen yogurt a day; that risks being a benefit which fades into the background, even if its employees are less likely to.
本杰瑞冰淇淋公司每天为员工提供三品脱冰激凌和冷冻酸奶，这一好处可能会逐渐变得不起眼，尽管这家公司的员工们可能不会这样想。
Time-limited seasonal benefits are a good answer to this: some firms let their people knock off early on Friday afternoons during the summer, for example.
有时间限制的季节性福利是解决这一问题的好办法：例如，一些公司允许员工在夏季的周五下午提前下班。
By the time the days lengthen and the weather warms, that perk might help to keep good employees in their posts.
等到白天变长，天气变暖时，这种福利可能有助于留住优秀员工。
No employer should mistake perks for the things that really matter to their staff. Research into what workers value most reveals the same priorities: stimulating work, being recognised by their managers, good wages.
任何雇主都不应该把福利误认为是对员工真正重要的东西。研究表明员工最看重的东西和这些东西有同样的优先顺序：能激发兴趣的工作、得到经理的认可、丰厚的工资。
When it comes to office environments, too, basics like natural light count for more than a massage. But perks can help at the margins.
当谈到办公环境时，像自然光这样的基本条件也比按摩服务更重要。但福利可以在边缘地带提供帮助。
If you are going to dole them out, the trick is to find something that is both discretionary and meaningful.
如果你打算赠予福利，诀窍就是找到既可自行决定，又确实有意义的东西。
