Employee benefits go a long way to retain employees and reduce a high turnover rate. Some of the unique and highly desirable benefits are the provision of food and snacks not only for lunch but also for dinner ( Kuntze, Ronald & Matulich, 2010). Other related benefits are that are highly beneficial are massages and yoga, childcare assistance, and oil changes for employees’ cars. These are fringe benefits meant to increase employee comfort and convenience, hence, positively influencing their output and loyalty to a particular brand or even company. The above benefits are unique because apart from being specific to high profile companies such as Google, they provide comfort and hence influence employee efficiency both at the workplace and in their personal life ( Kuntze, Ronald & Matulich, 2010). The packages have a holistic influence; hence, the productivity of the workers is positively influenced by the reduction of some common stressors that could emanate from personal life but have a negative impact on one’s efficiency at work.
While time-off work is a traditional benefit enjoyed by different employees, Timberland has made such a benefit unique by not only focusing on how employees can enjoy time off. Employees from this company are allowed to take 40 hours of volunteer work per year ( Sprinkle et al., 2010) . Volunteer work by employees is paid for by the company. This is specifically unique because usually, volunteer work is not paid. Closely related to this, a majority of Timberland employees qualify for an annual bonus. Furthermore, they qualify for significant discounts on different products the company deals with. Such perks are unique because it is hard to find companies that have comprehensive benefits related to bonuses while at the same time paying volunteer work and giving high discounts on products. They are also unique because they impact the company as much as the employees. Discounts on products, for example, would encourage employees to purchase such products hence increased sales. Traditional benefits often have an impact on employee’s motivation; hence, their influence is different from that evoked by some benefits by Timberland, which goes beyond motivation.
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References
Kuntze, R., & Matulich, E. (2010). Google: searching for value. Journal of Case Research in Business and Economics , 2 , 1.
Sprinkle, G. B., & Maines, L. A. (2010). The benefits and costs of corporate social responsibility. Business Horizons , 53 (5), 445-453.
