Entitlement to Perks
In an earlier post, I talked about the Pillars of the Employee Motivation Model. An important part of the Three Pillars is the fourth "ghost pillar," which isn't a true Pillar for many reasons. Namely, perks are an artificial method of attracting and retaining talent. They likely aren't keeping your best talent and most loyal employees at your company, and they're really just bandaids to cover up the real problems.
But the worst is when your employees feel entitled to the perks the company offers them.
As a leader at a company, you never want your employees to feel entitled to perks because it will be difficult to change the perks in the future. This will be true whether you're trying to take away perks or make them better. An entitled employee gets offended that you're trying to change the status quo, which inhibits innovation. Maybe you need to get rid of an old perk that costs too much or no one really uses? What if you're trying to change perks to attract new talent?
Entitlement to perks can destroy the culture of your company. Employees can also may become lazy because they expect the perks to always be there. Basically, it leads to complacency, which is counter-productive, especially at start-ups.