Companies wanting to do more than just the average for their employees are beginning to consider some of the following creative and completely optional employee benefits. You might want to do the same.

Health-Related

Some argue that the healthier the employee, the more productive and efficient they will be. Data is being gathered to prove this to be true. People that feel good, ultimately will cost the company less money, by not missing work as often and by having a better disposition and work ethic while at work. Whatever the reason, health-related benefits have certainly become popular.

Miller & Wade Group is leading the pack in creating what is being referred to as Corporate Wellness Programs. Corporate Wellness Programs are growing rapidly in popularity and they are perhaps one of the greatest ways companies are separating themselves from their competitors employee benefits, which in turn helps them attract and retain the best employees. Companies implementing Corporate Wellness Programs are becoming known as “Family and Employee Friendly” companies. These programs are quite involving, but with the help of Miller & Wade Group, we can assist you with full implementation of such a program via our strategic Corporate Wellness partner. You would be surprised to know that many times these programs pay for themselves, and greatly enhance your employees work life satisfaction.

Here are a few health-related ideas to consider, many of which can be part of a Corporate Wellness Program.

Gym Memberships: This entails reimbursing or paying for part of an exercise gym membership.

Massage: This usually entails having a mobile massage therapist come to your place of business on regularly scheduled times, and offering quick 10-15 minute shoulder and neck massages. This costs around $40/hour, which many times is offset by the employees paying a portion. This can be used as an incentive award, for those positions that are stuck at a desk all day long, or just for fun.

Exercise Time: Some employers are not opting to pay for exercise clubs, but are willing to extend 1-2 hours paid time/week for employees that want to exercise and provide evidence of owning such a membership.

Health and Nutritional Products: This is becoming a more popular benefit wherein employers will make nutritional products (vitamins, etc.) available for employee use. The premise is that the healthier the employee, the less work they miss and the more productive they will be.

In-House Health Fairs: You can invite health professionals into your company to give free screenings for tests such as: cholesterol, antioxidant cellular content, blood pressure, etc. Some are even giving “Get Healthy” bonus incentives based on improving health measurements.

Education-Related

Tuition reimbursement: This kind of program has been one of the more successful fringe benefits in terms of gaining employee loyalty and longevity. This is how it usually works: For every year that an employee stays with your company, you provide a portion of tuition reimbursement at a select junior college or community college in your area. These schools’ tuition is far less than the major universities, and most have evening programs to facilitate work schedules. A good % to use is 25% per year, reaching 100% in four years of employment. One of the most successful McDonald’s franchise owners was once asked how he kept “turnover” so low and his employees so happy, he responded by saying that his educational tuition program kept young and good employees very interested in their jobs and that he would rather spend money on bettering their education, than retraining employees every couple of months. Don’t underestimate the costs of retraining employees…this is a great program that will help minimize “turnover” and promotes high employee moral.

Continuing education: This is similar in function to the tuition reimbursement, because it is tied to longevity and performance. Instead of tuition, it is for short-term (days) events that enhance job performance and keep employees up to date on the current nuances of the particular position. Rather than just make this a “as requested” basis, include it in as part of your entire program. This adds great value for a small investment that directly benefits the employer anyway. Included in education are self-improvement and motivational seminars.

Other

Volunteer work time: Most good citizens and employees feel good about themselves when they have the opportunity to render service. Many companies have found that a 2-hour per week or month paid volunteer work program goes a long ways to building positive moral and putting the company in good light with the local community officials and public affairs. This program needs to be controlled tightly to ensure results. In a nutshell, the company can either select a volunteer opportunity and send its employees to go help or have the employees make their own selection and submit it for consideration. Make sure you have checks and balances in place to assure that the effort is being made, and not just neglected. Some ideas would be: tutoring at a local school, visits to retirement homes, Boy Scouts, “Sub for Santa”, etc.

Adoption-Aid: This is to support healthy family unity as a company. Adoption can be very expensive, but can also bring great happiness to an employee that is seeking this venue. Generally it is best to tie the financial assistance to employment longevity, similar to a loan…if the employee fails to stay employed by the company, they will need to repay the aid.

Employee Loans: Employees are happier and more productive when their home life is comfortable and happy. When possible, companies can consider giving personal loans to employees based again on performance measurements, for major purchases (i.e. cars, houses, etc.).

Flexible work hours: Many companies offer flexible work shifts when possible or extended weekends via readjusted schedules. Flexible work hours would be four 10 hour shifts instead of five 8 hour shifts. Or perhaps 7 AM to 3 PM work days with lunch allowed at their desks. This allows employees to beat the traffic, meet their kids coming home from school and enjoy early evenings at home. Extended weekends are accomplished by employees filling out a simple form each month in advance that indicates how they will make up work time, in exchange for leaving at noon on a given Friday of a month. Supervisors merely sign off on these advance scheduled departures and can easily adjust allowing employees to enjoy a longer weekend.

Transportation or commuting financial support: Many companies find this benefit attractive particularly when the place of employment is out of the way, deep in the city downtown district, etc. This also encourages environmentally sound activities like carpooling, train/bus riding, and other alternative measures.

Parking alone can be extremely expensive to employees in certain areas and a sensitivity to this can go a long ways to building healthy employee moral.

Work Environment: Placing snacks (fruit) & drinks in the work space (at least vending machines if not free access) can liven up the right kind of work environment. Having weekly office lunches can also create comradery.

Charity Matching: If an employee desires to contribute to a legitimate charity (usually non-religious), then the company can offer to match those contributions, or if possible, trade out a product of equivalent value from what the company produces.

Giveaways for Stellar Performance: For outstanding performance on the job (i.e. terrific ideas submitted, ways to improve the company, sales levels met, etc.) it is good to immediately reward such action with a giveaway of some kind. These small gifts of appreciation can be tickets to fine arts or sporting events, a voucher to a restaurant, etc.

Stock options: This of course has been the craze of recent years to attract and retain top-notch talent, particularly in the high-tech industries. Rather than having to pay high salaries, that many companies cannot afford to do, they opt to give away stock ownership in exchange, which most modern employees are interested in acquiring. To issue a stock option plan with your employees, you must first be aware of the tax and legal issues that accompany this.