The benefits that make office life more enticing

Key insight: Here's why Verkada's VP of people designs lifestyle benefits around in-office attendance.
What's at stake: Retaining top talent when daily in-office attendance is a core requirement.
Expert quote: "If you want to attract and retain the world's best talent, you have to provide benefits like this." — Dervilla Lannon, Verkada
Source: Bullets generated by AI with editorial review.

Leaders at AI-powered security company Verkada "believe that people do their best work when they're surrounded by each other and the sharing of ideas," so VP of people Dervilla Lannon designs benefits and perks that help its employees manage personal needs so they want to be in the office. 

"We put a huge emphasis on the importance of talent density — the desire to have natural collaboration across the organization," said Lannon, who started the position just as COVID hit, and has watched the Silicon Valley-based company grow from 200 employees mostly based in California to more than 2,500 with offices in multiple countries. "This has been the philosophy from our beginning."

Lannon explains that, "a large part of the organization needs to be in the office to work with the hardware and to test it on a day-to-day basis," but people should be motivated, not just resigned, to come in. It's about the actual workplace, plus "tailoring your benefits offerings to meet the needs of the employee base," she said. 

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A standout in-office experience

Separate from Lannon's people team, the company's San Mateo, California, headquarters has a design team including a carpenter that looks for ways to create a workspace that is both functional and "inspiring to be in," Lannon said. On the main floor it provides barista services, collaboration spaces, and a store with company swag as well as complimentary snacks and ice cream. 

"The energy is very special," Lannon noted. "In order to motivate people to come into the office, you need to be very mindful of the environment." 

The company also provides valet parking, a monthly $200 commuter stipend, a shuttle to and from San Francisco for those who live there, catered food every day, visiting hairstylists, and a rooftop bar where people can work during the day, host meetings, and go for happy hour on Wednesdays and Fridays.   

"We view the office as an environment that draws people in, and it's easy to come to work," Lannon said. 

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Removing personal barriers

The pandemic changed how people manage personal routines such as wellness and childcare, Lannon explained, and benefits need to match their lives. Verkada offers backup childcare and adult care, a monthly $100 fitness stipend, and sponsors movement activities such as tennis clinics and mindfulness coaching.

"Employees can only do their best work if they have the infrastructure they need outside of work, so those benefits have been critical [to offer]," she said. 

Lannon puts together a Wellness Month agenda each October, which includes activities like a global step challenge and the opportunity to hear from educational guests such as a child psychologist who spoke to employees about navigating parenthood. The company also encourages philanthropy through its quarterly donations to global causes for which workers can submit requests, and two paid volunteer days that allow them to give back to their community. 

"We're seeing people get a good sense of purpose from giving back," Lannon said. "We have an overview what the program looks like on our intranet … [and] we also do a Verkada Vibes newsletter every quarter, and through that we'll publicize the various causes we've supported, how much money we've donated, and then I make sure our board is aware on a quarterly basis as well."

Communications also take place on large TV screens in the office, emails, designated Slack channels and meetings. "The people team are ambassadors, so as they go to meetings with their various business groups, they'll make sure that people are aware of what's coming up," Lannon said, sharing one example of  "a fun thing we just did was a free three-hour CPR class on site for employees." 

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Identifying employees' biggest needs

To craft the right offerings, Lannon suggests benefit leaders start with what they have, ask what employees want, and work to close the gaps. At Verkada, data is the biggest driver of good choices, she said.

"Up until last quarter we did quarterly anonymous surveys across the organization, which is a great way of understanding from employees what they want and expect from an employer. We found that our net promoter score was very consistent for the past six years, and employees were getting survey fatigue, so we moved that to twice per year," she said. "Our people partners [who are] on the front lines with the team support [also] gather information around what struggles people are having in their lives, and what they would like more of, and we look at market data with our benefits broker in terms of what else is out there." 

Benefit leaders should also look at the problems they face themselves, and figure out if there are others in the organization managing similar challenges, Lannon said. A thoughtful office environment and supportive lifestyle benefits make employees feel welcomed, valued and like part of a community. 

"I believe, if you want to attract and retain the world's best talent, you have to provide benefits like this," she said.