What groundbreaking employee benefit or perk would you propose that has the potential to revolutionize our workplace culture and significantly elevate employee satisfaction in the year ahead..

Flexible work schedules. I feel strongly that allowing staff to flex their schedules would really go a long way towards job satisfaction. Varying your work hours but making sure you put in your full 40 hrs. would really help those who have children or life situations they need to attend to here and there. I also love the idea of a 4 day work week. We really need to be more accommodating which would definitely align with the goal of allowing for a better work/life balance.

Work from anywhere.

Allowing 4-10hr (or even making full time only 32hrs a week)

Realizing the 40 hour 5 day work week is horrible for any realistic "work-life balance" expectations.

Realizing blood drives carry a stigma that conflicts with Diversity, Equality, and Inclusion.

Realizing that moving Diversity, Equality, and Inclusion to Diversity, Inclusion, and Equality changes the acronym to "DIE" which really trips me up every time I see the acronym "DE&I" at this point.

Benefits that are locked to how the executive members of the company are especially important. CEOs really do not make the money the company pays them and using financial tactics to keep the employees over-all bonus low is disgusting.

Ummm, I don't know if this is groundbreaking, but maybe it is for 90% of America's CEOs. Just pay ALL of your employees a livable wage

I wish that corporate settings were more mom friendly. Having universal breast feeding areas, breast milk freezers or delivery services, and allowing fully paid maternity leave.

Fridays off and free insurance + lunch and free parking

Combined Medical Dental plans so dental spend counts towards deductibles/copays

Trust me to work from home and pay me more money

Work from home. Companies that can't or don't want to offer it will become obsolete. Right now, because the economy is shaking, they are getting away with it, but once it recovers, they will lose a lot of talent, and the ones that set a mandatory RTO will have difficulties attracting new talent.

I would. Recommend incentives for attendance. With best performers getting paid time.off. and yes work at worksite/office. Friendly competition in safety also. I.e. good catch .and. near miss recognition. However employees must' buy in. ' and be committed to the culture .

There isn’t really a single “one cool trick” to completely change everything for the better. But some good ideas in this thread.

Extremely flexible work hours and location is the biggest one IMO.

Strong parental leave and benefits is huge for retaining that 25-40 range of professionals (i.e. old enough to have experience, young enough to not be stagnant middle managers).

Deloitte has a really helpful fertility/adoption benefit. Basically a big pot of money you can use on related expenses.

The student loan assistance is a great idea to get recent grads, especially for a firm that doesn’t have big name prestige but still wants to get top tier talent.

Required minimum PTO. For example, minimum 3 weeks PTO per year and if employers choose, have a maximum or ability to earn extra PTO if needed. Also, have PTO be SEPARATE from sick days, mental health days, or federal holidays. (Mental health days should also be standard.)

“Unlimited PTO” is scammy, but requiring employees to take a minimum amount of time off could lead to a lot less stress overall.

Anything beyond Work From Home. My goodness, that poor horse continues to take a beating…

Women’s Health Advocacy would be super helpful for my company/industry given how common it is for people to embrace “the good old boys club” mentality.

Student Loan Assistance would be really good too. Again, my company and industry has a wealth of seasoned talent, but we do a poor job of attracting and retaining young talent with fresh ideas.

In this company I have noticed a problem with recruiting and retaining female employees in their child-raising years. A generous maternity//family leave policy is a good first step, but an on-site daycare for employees for children infant-to-3 or 4 would be a huge life balance advantage and also a financial benefit. The drawback is basically creating a non-product department, along with the additional financial commitment. But any benefit costs the company more money in some way. The question is whether the benefit to the company is worth the benefit to the employees?

Great ideas,keep it coming..

Student loan assistance, flex time, and contribution towards emergency backup care through Brigshthorizons.