Lots of coworker interaction.

[Joyzfsddt66]

On the other hand, sometimes people need a space to get away. For those people, a private space where they can work uninterrupted (many LOATHE the open office concept) is a benefit they may not have received in the past. This one area can actually create a benefit while costing you nothing. Only have a few? Use them as a rotating benefit for employee of the month perhaps.

No matter your workforce (unless you run a PR firm) you likely have a mix of introverts, extroverts and ambiverts. The latter two will want lots of interaction with their coworkers. Offer this and you may beat out the other company whose office was as silent as a tomb.

14. Little to NO coworker interaction.
Take that and reverse it. Some people want to spend their entire day working with georgia whatsapp phone number no interruptions. You can either fire everyone else or build a culture where these folks can do their best work. At the very least, purchase headphones for all (a fantastic investment).

15. ROWE (Results based work environment).
Remember that feeling when you’d finish the test 30 minutes before all the other kids and then have to WAIT, doing NOTHING, for a half HOUR? Well, I do, and your HIPOs probably feel it too. If you can feasibly offer a ROWE for those who are just killing it, you’ll likely keep them for life.

16. Gym onsite or subsidized membership.
No one ever feels they have enough time to work out. When your workplace offers you a way to get it done, it’s automatically a benefit. While subsidizing a gym membership feels amazing to your team, chances are, it will cost you next to nothing, especially if you work with a smaller gym that’s local. They get new clients, you get a great benefit and your costs will likely be based on who actually signs up (human nature tells us, it will be around half).

17. Health coverage.
It’s a heady time to be offering healthcare coverage. Whether you have to or not, it’s something your employees will appreciate. In larger companies, this is expected, but for smaller ones, it’s often a leap they worry about taking. If you can, pay 100% of your employees’ health insurance. If you can do more, give their family 100% as well. It buys you more loyalty that you’ll ever know.