A common lament among smaller companies is that they can't
afford to compete with the benefits packages offered by major
corporations. But even if you don't have much money to spend,
with a little bit of effort and creativity, you can offer extras
that don't cost you a cent—but make a big difference in
employees' attitudes and productivity. Barbara Adolf, a
principal with Kwasha Lipton, an employee benefits consulting firm
in Ft. Lee, New Jersey, offers these ideas:
Conveniences. Reduce the need for personal errand-running
by having products and services brought to the office. Contract
with a dry cleaner to pick up and deliver on a scheduled basis.
Make arrangements with a restaurant to prepare meals and deliver
them to the office at closing time for employees to take home. Look
for companies that will come to you to wash and service vehicles.
In all cases, employees pay for the service but benefit from the
convenience.
Postal products. Consider installing a postage vending
machine, or buy stamps employees can purchase at face value. You
may want to extend this service to include other personal products
employees need to purchase, such as greeting cards and
toiletries.
Content Continues Below
Children's activities. When school-aged children are
on vacation, parents can be extremely distracted. Arrange
activities, such as field trips, that employees pay for but that
provide peace of mind. Your local YMCA can probably help with ideas
and information.
Discount tickets. Many theater chains let you buy movie
tickets in bulk and pass along the savings to your employees. You
may also be able to negotiate deals on tickets to concerts, plays
and sporting events.
Discounts on products and services. Negotiate group
discounts with a variety of sources, such as child-care providers,
health clubs and warehouse stores. Ask your bank to provide your
employees with a discount on fees for their personal accounts. If
you buy from vendors that sell products your employees can use, ask
that your commercial pricing be extended to your staffers.
Group insurance. Beyond typical health care, there are a
variety of insurance products—including automobile,
homeowners and disability policies—that can be purchased more
economically through a group plan. Employees pay 100 percent of the
premium, but you provide the strength in numbers.
Education and information. Hold "lunch and
learn" sessions on a regular basis. Bring in speakers to
address your employees on a variety of topics while they eat. There
are plenty of organizations that provide speakers at no charge;
plan programs that address current issues.
Before implementing a creative benefits program, survey your
employees to find out what they want and will use. Include a list
of ideas you're considering, and ask for additional
suggestions. You might also want to ask for volunteers to
coordinate various aspects of the program, from doing the research
to negotiating the terms. Be sure to establish guidelines on the
amount of time volunteers can devote to the program, keeping in
mind that a benefit which increases the productivity of the entire
company is well worth investing a few hours of someone's time.
Or consider hiring an outside firm to manage your benefits
program.
"There's so much pressure on people to be more
productive and for organizations to be more competitive, people are
very stressed," Adolf says. "To have the convenience of a
lot of things they need and want available to them at work, as well
as some stimulating experiences, is a terrific morale booster and
ultimately helps productivity."
Jacquelyn Lynn is a business writer in Winter Park,
Florida.