The various benefits of employee well-being may be realized by virtually any company with any size of staff. Whether it's the next giant of the Internet dealing with huge online commercial ventures or a family-run storefront service in the smallest of towns anywhere, businesses achieving employee well-being may very well also have the highest level of satisfaction with their customers.
The specific payback enjoyed by organizations dedicated to employee well-being may range from increased company loyalty to decreased distraction from inherent job challenges. These employees would most likely be more productive and in a more positive frame of mind from which to begin performing the tasks required of the business.
Employee well-being can be elevated with something as basic as parking facilities. In addition to simply providing parking spots for staff, conscientious companies will also furnish well-lit parking lots for their employees who work after-hour shifts, enhancing their safety as they walk to their cars. Another safety step though perhaps rather informal would be the setting up of a program of colleagues to share late night walks to parking areas or transit terminals in darkened areas.
The extended advantages to companies that make a point of providing employee well-being may include fewer sick days, general increased productivity and a longer working career at the company. Also, in various geographical areas there may be financial incentives in the form of favorable tax consequences for providing various measures of employee well-being. The employees enjoying the perks may be receiving some of them as taxable benefits. Even in this case, they would generally be welcomed most enthusiastically by the organization's work force.
Employee well-being may be accomplished on a wide variety of levels. It may be from something as basic as providing a comfortable break area where employees may briefly recharge their energy with the help of a coffee machine and some space-efficient furniture. Thoughtful color schemes of these rooms may contribute to the temporary relaxation, combined with some appropriate music. Of course in many cases, these areas double very successfully as lunch rooms. With the recently changing smoking regulations of many locations, a smoking area itself may need to be established outdoors, but a quickly accessible smoking area would provide those employees who smoke with the opportunity for a timely return to work. Of course the option of smoking itself may be addressed as part of a suggested health program to specifically improve the overall health of employees.
In some employer-employee relationships, organized unions or associations may be involved to collectively bargain on behalf of workers for an agreement that sets stipulations of what's expected from both sides for a specific period. These agreements often address several areas of employee well-being, as well as establishing the employer's requirements of the employee's work. Negotiated benefits to the employees may include bonuses for overtime or for working during holidays, group health and dental plans as well as retirement assistance in the form of shares of mutual funds or contributions to other formally structured retirement plans. While the nature of the industry will usually influence how many specific perks are offered to ensure employee well-being, some companies have found it to their advantage to offer similar options even though their employees may not be part of an organized union. Companies taking this initiative may very well find an increased sense of company loyalty in return for the voluntary benefits they offer their workforce.
There are companies that allow an accumulation of recognized sick days to be transferred to another fiscal work period if they're not used. Employees can accrue these during a period in which they weren't sick to enhance planned time off at a later period. Often these strategies improve employee well-being by allowing for longer or timelier vacations, providing more effective "down-time" from the work place. There are also provisions in some companies to bank sick days for a later financial payout. Some organizations offer a financial bonus for unused days at the end of the year, while others may be banked to effectively move up the actual date of retirement.
Some companies have noticed increased productivity and enhanced employee well-being that spread to other family members by offering childcare facilities. This arrangement provides a two-fold advantage of having employee's children onsite and easily visited during lunch breaks as well as decreasing the necessary trips to commute to the workplace and a separate daycare location as well.
The on-going efforts of a company to achieve a satisfying level of employee well-being may be rewarded in decades to come in the form of employee loyalty, productivity and general public relations.
The specific payback enjoyed by organizations dedicated to employee well-being may range from increased company loyalty to decreased distraction from inherent job challenges. These employees would most likely be more productive and in a more positive frame of mind from which to begin performing the tasks required of the business.
Employee well-being can be elevated with something as basic as parking facilities. In addition to simply providing parking spots for staff, conscientious companies will also furnish well-lit parking lots for their employees who work after-hour shifts, enhancing their safety as they walk to their cars. Another safety step though perhaps rather informal would be the setting up of a program of colleagues to share late night walks to parking areas or transit terminals in darkened areas.
The extended advantages to companies that make a point of providing employee well-being may include fewer sick days, general increased productivity and a longer working career at the company. Also, in various geographical areas there may be financial incentives in the form of favorable tax consequences for providing various measures of employee well-being. The employees enjoying the perks may be receiving some of them as taxable benefits. Even in this case, they would generally be welcomed most enthusiastically by the organization's work force.
Employee well-being may be accomplished on a wide variety of levels. It may be from something as basic as providing a comfortable break area where employees may briefly recharge their energy with the help of a coffee machine and some space-efficient furniture. Thoughtful color schemes of these rooms may contribute to the temporary relaxation, combined with some appropriate music. Of course in many cases, these areas double very successfully as lunch rooms. With the recently changing smoking regulations of many locations, a smoking area itself may need to be established outdoors, but a quickly accessible smoking area would provide those employees who smoke with the opportunity for a timely return to work. Of course the option of smoking itself may be addressed as part of a suggested health program to specifically improve the overall health of employees.
In some employer-employee relationships, organized unions or associations may be involved to collectively bargain on behalf of workers for an agreement that sets stipulations of what's expected from both sides for a specific period. These agreements often address several areas of employee well-being, as well as establishing the employer's requirements of the employee's work. Negotiated benefits to the employees may include bonuses for overtime or for working during holidays, group health and dental plans as well as retirement assistance in the form of shares of mutual funds or contributions to other formally structured retirement plans. While the nature of the industry will usually influence how many specific perks are offered to ensure employee well-being, some companies have found it to their advantage to offer similar options even though their employees may not be part of an organized union. Companies taking this initiative may very well find an increased sense of company loyalty in return for the voluntary benefits they offer their workforce.
There are companies that allow an accumulation of recognized sick days to be transferred to another fiscal work period if they're not used. Employees can accrue these during a period in which they weren't sick to enhance planned time off at a later period. Often these strategies improve employee well-being by allowing for longer or timelier vacations, providing more effective "down-time" from the work place. There are also provisions in some companies to bank sick days for a later financial payout. Some organizations offer a financial bonus for unused days at the end of the year, while others may be banked to effectively move up the actual date of retirement.
Some companies have noticed increased productivity and enhanced employee well-being that spread to other family members by offering childcare facilities. This arrangement provides a two-fold advantage of having employee's children onsite and easily visited during lunch breaks as well as decreasing the necessary trips to commute to the workplace and a separate daycare location as well.
The on-going efforts of a company to achieve a satisfying level of employee well-being may be rewarded in decades to come in the form of employee loyalty, productivity and general public relations.
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