Van Eck Associates Corporation implemented a mental wellness benefit program back in 2022 through Spring Health. Initially, the program allowed for six free and confidential virtual therapy sessions per year. We have since added an additional six coaching sessions for a total of twelve sessions. These sessions renew each year and are free of charge for employees and their immediate family members. Spring Health has grown since 2022, they now have in-person facilities as an additional option. Once the sessions are used, employees can then continue using Spring Health through the medical health plan allowing for partial coverage. Employees love the ability to try therapy free of charge in the convenience of their home. They have expressed their appreciation to Van Eck for adding this benefit to our current offerings. Van Eck continues to research these types of benefits annually to enhance the overall employee total rewards package.
As an insurance executive, a unique non-monetary perk I implemented was an employee discount on various insurance products. My team now receives 50-75% off home, auto, and pet insurance. This perk has boosted satisfaction and retention. Employees feel supported in protecting their valuables. It also gives me insight into their coverage needs so I can improve our customer experience. For example, I found many staff had barebones auto policies. I improved our offerings to include roadside assistance, rental car, and accident forgiveness—all popular with my team. Other companies could provide discounts on products/services related to their industry. The benefits to productivity, loyalty, and innovation are huge. Employees become walking product testers and brand ambassadors. With the right perk, everyone wins.
We introduced a Paid Volunteer Days program, where employees are given a certain number of days each year to volunteer for a cause they care about, without having to use their vacation time. This perk was designed to align with our company’s commitment to social responsibility while giving employees the freedom to support causes that matter to them personally. Here is the impact on the satisfaction of the employees: 1. Increased Engagement: Employees appreciate the opportunity to give back to their communities without sacrificing their personal time. It’s been a great way to enhance their sense of purpose and connection to the company’s values. 2. Boosted Morale: Allowing employees to choose their volunteer activities has empowered them to pursue their passions outside of work, leading to higher overall job satisfaction and a positive impact on team morale. 3. Enhanced Company Culture: The program has strengthened our company culture by fostering a spirit of giving and community involvement. Employees often share their volunteer experiences with colleagues, creating a more supportive and connected workplace. The Paid Volunteer Days program has become one of our most valued perks, significantly boosting employee satisfaction and engagement. It’s also helped us attract and retain talent who prioritize social responsibility, contributing to a stronger, more cohesive company culture.
As founder of Smaller U Weightloss, a unique non-monetary perk we provide is personalized fitness coaching for all employees. This perk boosts satisfaction by helping staff develop sustainable workout habits and stay motivated to reach health goals. Our coaches create custom programs based on individual needs and lifestyles. Employees report feeling less stressed and more confident thanks to regular exercise and accountability. The perk also builds closer relationships between employees as teams work out together. For companies looking to improve wellness and loyalty, I recommend perks enabling work-life balance like on-site gyms or fitness coaching. Small investments in employee health and happiness often yield big returns in productivity and job satisfaction.
Owner & President at Clean Air Heating & Cooling (formerly Clean Air Comfort Systems)
Answered 2 years ago
As the Owner of Clean Air Heating & Cooling, a unique perk I implemented was allowing technicians to leave early on Fridays in the summer. This boosted morale and work-life balance. Our techs work long hours in hot attics and crawl spaces during the busy season. Giving them time to enjoy the nice weather and rest recharged them for the following week. Surveys showed the perk reduced stress and frustration. Technicians felt supported and able to avoid burnout. The flexibility fostered greater loyalty, as several techs have been with us over 10 years. For conpanies in demanding industries, flexible scheduling and work-life balance perks can do wonders for productivity, retention, and company culture. Employees will reward your trust and support with their best work.
As CEO of GatdenCup, a unique non-monetary perk I implemented was providing all employees with free weekly salad and grain bowl deliveries. This perk has significantly boosted employee satisfaction and morale. Being in the healthy meal delivery space, we have access to nutritious food options. Providing these meals for free has given my team convenient, worry-free lunches and promoted a culture of wellness. In employee surveys, over 80% of staff reported being more productive and focused at work thanks to having a healthy, satisfying lunch break. The perk has also fostered community, with teams enjoying lunches together when work schedules allow. For other companies, I'd recommend providing unique perks that align with your brand and mission. Small benefits that make a big impact will boost employee happiness, loyalty and performance.
As the founder of Riveraxe LLC, a unique non-monetary perk I have provided is free access to wellness programs for all employees. This perk has improved work-life balance and boosted morale. Our company focuses on healthcare solutions, so providing resources for staff wellbeing aligns with our mission. The wellness programs include subsidized gym memberships, mindfulness workshops, and health coaching. In employee surveys, over 90% reported decreased stress and increased productivity thanks to the wellness initiative. The programs have also strengthened our company culture by bringing teams together around health goals and shared interests outside of work. For companies seeking to improve employee satisfaction, I recommend offering unique perks that match your brand values. Small investments in wellbeing can have significant impact.
As the CEO of Anthem Software, a non-monetary perk we provide is a flexible work schedule. This allows employees to start and end their workday earlier or later based on their needs. Over 80% of our staff report decreased stress and improved work-life balance. Parents can spend more time with their kids, night owls can work later, and early risers can start earlier. The flexible schedules have boosted morale and strengthened our company culture. For companies looking to increase employee satisfaction without big costs, I recommend offering unique perks custom to your teams’ needs. Something as simple as flexibility or extra time off can make a big difference. At Anthem, we focus on the wellbeing of our staff, and providing resources to help them thrive leads to a more engaged, productive team.
As the founder of Wright Physical Therapy, a unique non-monetary perk I provided was an on-site gym and personal trainers. This perk has boosted employee satisfaction and work-life balance. With expertise in functional movement, we have resources to help staff stay active. The on-site gym gave my team an easy way to exercise, and personal trainers crafted programs for individual needs and goals. In surveys, over 90% of staff reported feeling less stressed and more energetic at work thanks to access to regular exercise. The perk has built camaraderie, as teams use the gym together. For other companies, I'd recommend perks enhancing employee wellness. Small benefits enabling work-life balance will boost happiness, loyalty and productivity.
When reading through employees' self-evaluations, I noticed a common theme - the desire for greater work-life balance. To address this and boost morale, I implemented "flex Fridays" where employees can leave work after lunch on Fridays if their key tasks are complete. The impact has been huge. Productivity during the rest of the week increased over 15% as employees work more efficiently to enjoy the early Friday release. Employee satisfaction also climbed in our surveys. One team member said, "Knowing I'll have a long weekend to recharge makes the busy days worthwhile." For other companies, I'd suggest polling your employees to find an innovative perk that fits your unique culture. Once implemented, track metrics to ensure the perk achieves intended goals. Most importantly, make the perk a joint effort by supporting employees in utilizing it fully through manager buy-in and modeling the behavior yourself. With the right perk and proper execution, the benefits to productivity, loyalty and work-life balance can be substantial.
As CEO of O'Sense, our unique perk is giving employees every other Friday off. This has increased satisfaction by over 40% and reduced churn to nearly 0. Giving frequent extended weekends recharges my team. They return motivated and creative, developing new solutions for clients. With a mostly remote workforce, this perk is highly valued. Employees feel empowered to take time for self-care and trips, returning rededicated to quality work. We track productivity and key metrics, not hours logged. An output-focused culture means Fridays off don't impact work or deadlines. Clients see no difference in service or solutions. For companies considering this perk, set clear policies on coverage and communicate the why behind it. Make sure managers also frequently take time off to set the right example. The cost of extra days off is far outweighed by the benefits of a refreshed, loyal team. My advice is to find unique perks that fit your company culture. Something as simple as a few paid days off can transform how employees view their work and company.