Most perks are the same for everyone: a bonus, a gym stipend, an extra day off. High performers have already priced those in. What actually moves retention is something selective, personal, and impossible to buy at the same quality on their own.
Download the DeckA benefit every employee gets isn't a reason your top performer stays. It's a baseline. The people you most need to keep, the ones a competitor is already calling, need something reserved specifically for them.
Lingoodle is built to be that: a seat cap per cohort, allocated by the company to whoever they choose to reward. Not a company-wide rollout. A selective perk for the people who've earned it.
Each seat gives one child (age 5–16) 70 one-to-one sessions with a dedicated Mandarin educator over 14 weeks, aligned to the YCT standard. It's not a language app and it's not a group class. It's a fully managed programme the company gives, and the family experiences as a gift, not an obligation.
From €5,000 per seat. No volume discounts. Seats are capped and allocated per cohort.
Why It Works as a Retention LeverAn executive who's already well paid doesn't need another bonus. What they remember is the company that invested in their child's future when they didn't have to. That's the kind of goodwill a pay rise doesn't buy.
The strongest executive perks are selective, not company-wide, and invest in something the executive can't easily buy for themselves at the same quality: time, expert access, or their family's future.
Selective. Companies buy a fixed number of seats per cohort and decide which employees receive them, typically top performers, retention risks, or senior leaders.
€5,000 per seat for the full 14-week, 70-session, 1-to-1 programme. No volume discounts.