Studies have shown that unlimited time-off policies attract higher-quality workers, who not only are happier but produce better.

If they’re just “talking points,” perks won’t do much to woo or keep employees—but if they’re meaningful to prospective or current employees, they can make the difference between winning/keeping talent or losing it to another company.

That’s according to the University of Pennsylvania’s Wharton School online journal Knowledge@Wharton, which says that the right perks, offered the right way, can strike home for job candidates and please existing employees. But the wrong perks, offered in the wrong way, can do just the opposite—and sometimes employers fail to recognize the differences.

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