Let’s look at 3 different companies that are killing it at workplace wellness. Where does your company stack up? We’ll let you be the judge.
We have all heard of great employee benefits packages that incorporate wellness into medical coverage, retirement plan matching, ping pong tables, free food, or even beer and kombucha on tap. But let’s take this one step further, with the key emphasis being on, “does your employer really care about you, and put themselves in your shoes when they are coming up with this stuff?”
Let’s look at these three different companies, that range vastly in size and benefits:
#1 – Spotify
The vibe at Spotify is oozing with positivity. They are all about “bringing their band together”. The culture starts from the top down with CEO Daniel Ek, who makes it a priority to fly every single new hire to the Stockholm HQ and personally meet them. From there, the new hire is welcomed by their team lead, and gifted the notable employee benefits package. For us, the highlight of the employee wellness program is for new parents. Spotify will give parents 6-months paid leave for their “new band member” arriving at their home, and even pay for egg freezing and fertility treatments. This assistance and time off go for adoption, too.
#2 – FullContact
Based in Denver, CO, FullContact believes in stepping up your vacation game. They set a minimum vacation policy for all employees of 3 weeks per year (and you may take more if needed). These are fully paid vacations from a salary standpoint, and on top of that, they give you $7,500 to pay for the vacation itself! CEO Bart Lorang also makes you promise that you perform NO WORK at all on your vacation – that is the only rule! To use their words, it becomes a Paid, Paid Vacation. Pretty awesome, huh. Bermuda, anyone?
#3 – Gravity Payments
Maybe after all this, you’re thinking to yourself, can’t everyone just get paid a higher salary and then figure out what is most important to them? Sure, there is a company for that! Gravity Payments has a $70,000 minimum wage. CEO Dan Price has caused a ripple effect amongst other CEOs around the nation that also have increased their minimum hourly wage and salaries.
After any summation on this topic of employee benefits and wellness packages, you may be wondering what is left, and what is truly the good, the bad, and the ugly? Here are our quick thoughts:
As the modern employee benefits package has evolved, it’s great that it has included things such as mental health assistance, stress management, and overall wellness and awareness of other cultures and employee concerns.
It is sometimes difficult for major employee perks to be applicable to everyone. In the Spotify example above, what if you don’t want to have any children? That is one of their major benefits with the cost assistance and time off, and it may be completely inapplicable to you.
In a competitive world, the popular “unlimited vacation policies” can backfire. This is because taking an extended vacation can be seen as a sign of weakness or laziness, resulting in employees taking much less than the standard 2-week vacation policy that may have been around years ago.
Here Are Some Quick Changes Any Company Can Make
- Allow for “holiday swapping” (if someone doesn’t observe a specific holiday, allow them to work that day, and take off another holiday they do in fact observe)
- Be flexible if a fun activity day pops up last minute (for instance, if Denver gets a dumping of snow, FullContact lets them hit the slopes if they make up that day with 2 weeks)
- Instead of making a unilateral decision for the whole company, give them an opportunity to personalize (rather than buying a FitBit for each employee, you could give them an allowance to spend on their health however they like)
We hope this inspires you, gives you some ideas on how to become a #WellnessBoss, and supports your mission.
Cheers to your continued health!
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