In the beginning of the e-Commerce, dot-com boom, attracting qualified employees
was a difficult task To tackle this problem, the definition of benefits broadened
for most companies. From stock options to Foosball tables in the lunchroom, prospective
employees were plied with offers that had never been considered a generation ago.
As we enter yet another facet of the e-Commerce economic reality, small business
owners still find themselves competing with larger, deeper-pocketed establishments
for the same employees. To get some insight into how business owners approach this
challenge, we posed the following questions to successful entrepreneurs: "How do
you add value to your benefits package without making it cost prohibitive to you?
What creative ideas can you pass along to other entrepreneurs who want to offer attractive
and competitive benefits packages, but are on a budget?"
Take five of the responses we received.
From Scot Johnson, President and CEO of i3solutions, an Internet consulting company
specializing in creating custom-built e-Business solutions:
"Making your benefits package appealing is an unattainable task if the package
is not aligned with your corporate core values, beliefs, and treatment of employees.
We can only create a benefits package appropriate to our budgets, but the constant
reinforcement of your core corporate values is the key to making it a success."
"We have created a flextime policy. It really doesn't cost the company any money,
but it allows people to have a sense of responsibility. Coupling this with a corporate-supplemented
gym membership gives your employees the ability to go to the gym according to their
schedule and promotes both personal wellness and corporate time management. We have
found this to be very successful because it forms a symbiotic balance between what
you can do with your budget and how you implement your core company values."
Scot Johnson
sjohnson@i3solutions.com
From Rod Ford, CEO of Einstein Systems, Inc., an interactive e-Business consulting
firm specializing in combining strategy, design, production, and promotion into a
single client relationship:
"Each year, we have an associates meeting to explain the budget allocated for benefits
for the upcoming year. Beyond the required insurance programs, we ask the associates,
'Where do you want to spend your discretionary benefit funds?' Without fail, the
choices are always made around lifestyle improvement. Most of these programs are
truly beneficial to the associates, without being cost prohibitive to the company."
"The following are some of the unique (discretionary) expenditures the associates
elected for this year: Family Life Marriage Conferences - the company pays for couples
to attend weekend marriage building/strengthening seminars throughout the year; At
Home Bandwidth - we purchase DirectPC satellites for associates living in rural areas,
allowing them to participate in a work-at-home program; Discounted Apparel Programs
- we provide associates with an allowance for company logo apparel and discounts
to additional items. This gives the associate some work attire and helps promote
the company branding objectives."
Rod Ford
Rford@einsteinsystems.com
From Russell Miller, M.D., Orthopaedic Surgeon in private practice and Chief of
Orthopaedics at St. Joseph Mercy hospitals in Michigan:
"I have found that in a medical office, the best employees are not only proficient
in office management and insurance billing, but in patient relations as well. In
addition to traditional health benefits, I treat my employees with respect, and empower
them to make key office decisions in my absence."
"Our office environment is similar to that of an extended family. We celebrate
birthdays, Christmas, and individual triumphs, and support each other in the face
of personal tragedies. I believe that by recognizing the humanity and individuality
of all of my employees, I encourage them to have the patience to handle my patients
in a nurturing, professional manner."
Russell Wm. Miller, M.D.
bonedoctor@aol.com
From Harriet Hankin, president of CGI Consulting Group, Inc. an employee benefits
design and administration company with experience in all phases of cost-effective
employee benefits:
"Employer-employee communication is essential in the realm of employee benefits.
Companies should partner with their employees in benefits discussions and provide
education about the offered package.
"Additionally, businesses should shop around frequently for vendors of non-medical
benefits. These markets are extremely competitive, and better deals are attainable
if one is armed with information and competitor rates.
"Finally, businesses should look into free benefits, such as Health Fairs from
local hospitals. By taking an interest in the welfare of your employees, you are
showing them that they are valued, and in turn, are encouraging their loyalty."
Harriet Hankin
hhankin@cgiconsulting.com
