Nonfinancial advantages, particularly perks offered to employees.
In today‘s tight labor market, companies are adding “soft” benefits, such as concierge and child-care services, so they can hold on to the talent they have.
—Amy Joyce, “Concierge Firms Get the Job Done When Employees Can’t,” The Washington Post, October 11, 1998
“In an effort to address these needs, companies are offering ‘soft benefits’ that are designed to give employees more time to work and enjoy life. These benefits will ultimately improve both the quality of the work performed and employee morale.”
Small firms in particular can use soft benefits to attract and keep valuable workers, he says. “More and more of these firms are also offering flex-time schedules, additional time off, and retirement plans that include employer contributions.”
—“Careers: Soft Benefits,” The Associated Press, September 28, 1998
The theory that time saved means money earned may do less to cost-justify a CBMS than the theory asserting that the true value of a system lies in the “soft” benefits of enhanced communications and a subsequently better informed populace, according to Terrie.
—Bruce Hoard, “Cost-Justifying a CBMS Could Prove a Sticky Job,” Computerworld, August 16, 1982