Hi,
Greetings to all seniors.
I want to know about what benefits can be provided to office employees on a daily basis. My staff has recommended lunch for all the staff on a daily basis, as one of our sister concerns provides the same to their employees. I have discussed the matter with my management, but they do not agree to this. What else can be done for employee benefits?
Please suggest.
Regards,
Supriya (HR)
From India, Mumbai
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28Greetings to all seniors.
I want to know about what benefits can be provided to office employees on a daily basis. My staff has recommended lunch for all the staff on a daily basis, as one of our sister concerns provides the same to their employees. I have discussed the matter with my management, but they do not agree to this. What else can be done for employee benefits?
Please suggest.
Regards,
Supriya (HR)
From India, Mumbai
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You can start either Meal Vouchers or Meal allowance to employees.
From India, Pune
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From India, Pune
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I am impressed with an idea - lunch provided by the company. Only 10 percent of companies in India provide meals to employees, while the rest only offer tea/coffee/snacks (wafers, biscuits, namkeen). I can't suggest more because the employer is paying a salary that they believe is sufficient.
Thank you.
From India, Delhi
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Thank you.
From India, Delhi
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Hi,
If your management is not interested in sponsoring 100% for lunch, maybe you can make it a 60% employee contribution and 40% company contribution.
You can provide pick-up and drop-off facilities for employees, at least to a common point.
Companies are providing gym facilities to employees, which is a one-time investment for the organization.
You can have table tennis, cricket teams, and shuttle teams within the organization. These sports activities can take place during non-working hours as well as on weekends, fostering team spirit.
Create libraries and encourage reading habits among employees. This, again, is a one-time investment.
You can encourage employees to join together to form an NGO and work on weekends towards social activities. These kinds of initiatives bring employees closer to the organization.
Organize competitions for employees' children once or twice a year and distribute prizes. This will help bring employees' families closer to the organization.
Establish a women's network within the organization and invite female employees for weekly one-hour active discussions.
Encourage creche facilities for female employees; let the employees pay, but introduce a good creche facility to them.
Introduce a music club and encourage employees to actively participate and exhibit their talents during company events.
Regards,
Kiruthika
From India, Salai
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If your management is not interested in sponsoring 100% for lunch, maybe you can make it a 60% employee contribution and 40% company contribution.
You can provide pick-up and drop-off facilities for employees, at least to a common point.
Companies are providing gym facilities to employees, which is a one-time investment for the organization.
You can have table tennis, cricket teams, and shuttle teams within the organization. These sports activities can take place during non-working hours as well as on weekends, fostering team spirit.
Create libraries and encourage reading habits among employees. This, again, is a one-time investment.
You can encourage employees to join together to form an NGO and work on weekends towards social activities. These kinds of initiatives bring employees closer to the organization.
Organize competitions for employees' children once or twice a year and distribute prizes. This will help bring employees' families closer to the organization.
Establish a women's network within the organization and invite female employees for weekly one-hour active discussions.
Encourage creche facilities for female employees; let the employees pay, but introduce a good creche facility to them.
Introduce a music club and encourage employees to actively participate and exhibit their talents during company events.
Regards,
Kiruthika
From India, Salai
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Dear Supriya, What type of organization are you associated with? Is there any corporate budget allotted/planned for the same?
From India, Bangalore
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From India, Bangalore
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Hi,
Thank you all for the kind suggestions.
@ Mahr: We are into the business of carrying bulk LPG, packed LPG, tractors, containers, steel material, dies, CNG auto, cement, coal, soda, FMCG, etc. It's logistics. We have branches all over India. Currently, there are no plans allocated from management. My staff wants me to discuss with the management for some benefits that can be provided to all employees. However, I don't have any ideas as I have already discussed with management regarding a lunch buffet for employees, which was denied by them.
Regards
From India, Mumbai
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Thank you all for the kind suggestions.
@ Mahr: We are into the business of carrying bulk LPG, packed LPG, tractors, containers, steel material, dies, CNG auto, cement, coal, soda, FMCG, etc. It's logistics. We have branches all over India. Currently, there are no plans allocated from management. My staff wants me to discuss with the management for some benefits that can be provided to all employees. However, I don't have any ideas as I have already discussed with management regarding a lunch buffet for employees, which was denied by them.
Regards
From India, Mumbai
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Dear Supriya,
I echo Mahesh's question. Your employer isn't agreeing to spend. Hence, monetary benefit is almost out of the question. What are the top few needs that you have observed among employees? Which of these do you think would add to the company's profit? It's a tough match. But unless you identify what the employee wants and how many ways the employer agrees to, it will only remain a cul-de-sac.
Looking forward to hearing from you.
From India, Mumbai
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I echo Mahesh's question. Your employer isn't agreeing to spend. Hence, monetary benefit is almost out of the question. What are the top few needs that you have observed among employees? Which of these do you think would add to the company's profit? It's a tough match. But unless you identify what the employee wants and how many ways the employer agrees to, it will only remain a cul-de-sac.
Looking forward to hearing from you.
From India, Mumbai
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Hello (Cite Contribution),
Thank you so much for replying to me. Yes, I agree with you that management is not agreeing to spend money, but it's not possible to provide any benefits to employees without spending money. They are worried about cost-cutting. What can be done without spending money? I have discussed lunch facilities for employees as we have fewer staff strength in our newly established branch, but they did not agree. So, I don't have any idea what else can be implemented for their benefit.
Regards
From India, Mumbai
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Thank you so much for replying to me. Yes, I agree with you that management is not agreeing to spend money, but it's not possible to provide any benefits to employees without spending money. They are worried about cost-cutting. What can be done without spending money? I have discussed lunch facilities for employees as we have fewer staff strength in our newly established branch, but they did not agree. So, I don't have any idea what else can be implemented for their benefit.
Regards
From India, Mumbai
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Try to see from the point of view of the managers. It is evident that there are areas where the costs are very high and it poses a great strain on the company's financial results – bottom line.
With shrinking profit margins, no employer would have enough money to provide additional benefits to the employees. This is a common experience in conditions like low GDP, static or declining demand for products and services, intense competition, and loss of market share, declining quality. As a true HR professional, you need to understand the context and communicate the current business scenario with the employees through open forums. You may even invite some of the managers into this. This will keep your employees deeply engaged with the company.
Next, you can have a suggestion scheme where each employee gives valid business ideas to reduce variable and/or fixed costs of the company. Form a committee to critically analyze and implement the ideas in the areas of Production, Distribution, Quality, Safety, Climate change, Cost Reduction, Process Improvement, and Customer Satisfaction – but no policy matters. You can also encourage cost-saving systems like KAIZENS, LEAN SIX SIGMA, 5S, etc.
Develop appropriate trackers to keep track of ideas generated, ideas accepted, ideas implemented, total cost saved as a result of the ideas implemented (in terms of INR). This will be a big help to the management and a significant opportunity for HR to contribute as a business partner with all the needed maturity. You could think of awarding a certificate in a public forum to the highest ideas generators, best kaizen team, etc., involving the top management group members. With such a reputation, the managers will be more eager to do something for the employees who have ‘run an extra mile’ to make the company survive the financial crisis.
At that time, if the total cost saved is significant, you can recommend benefits with a shoestring budget but having more emotional value in the eyes of the employee. Things like an LED display board that greets the employees on their birthdays, promotions, anniversaries, etc. Birthday celebrations where the cake is from the company and all other items are procured by employee contribution. You can have sports tournaments and award the winners with high tea with your manager and all the glitterati of the company. You can slowly persuade the management to recognize the significant contribution of the workforce in financial terms. Hence, they would be more inclined to ‘INVEST’ and not ‘SPEND’ on their very own workforce.
From India
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With shrinking profit margins, no employer would have enough money to provide additional benefits to the employees. This is a common experience in conditions like low GDP, static or declining demand for products and services, intense competition, and loss of market share, declining quality. As a true HR professional, you need to understand the context and communicate the current business scenario with the employees through open forums. You may even invite some of the managers into this. This will keep your employees deeply engaged with the company.
Next, you can have a suggestion scheme where each employee gives valid business ideas to reduce variable and/or fixed costs of the company. Form a committee to critically analyze and implement the ideas in the areas of Production, Distribution, Quality, Safety, Climate change, Cost Reduction, Process Improvement, and Customer Satisfaction – but no policy matters. You can also encourage cost-saving systems like KAIZENS, LEAN SIX SIGMA, 5S, etc.
Develop appropriate trackers to keep track of ideas generated, ideas accepted, ideas implemented, total cost saved as a result of the ideas implemented (in terms of INR). This will be a big help to the management and a significant opportunity for HR to contribute as a business partner with all the needed maturity. You could think of awarding a certificate in a public forum to the highest ideas generators, best kaizen team, etc., involving the top management group members. With such a reputation, the managers will be more eager to do something for the employees who have ‘run an extra mile’ to make the company survive the financial crisis.
At that time, if the total cost saved is significant, you can recommend benefits with a shoestring budget but having more emotional value in the eyes of the employee. Things like an LED display board that greets the employees on their birthdays, promotions, anniversaries, etc. Birthday celebrations where the cake is from the company and all other items are procured by employee contribution. You can have sports tournaments and award the winners with high tea with your manager and all the glitterati of the company. You can slowly persuade the management to recognize the significant contribution of the workforce in financial terms. Hence, they would be more inclined to ‘INVEST’ and not ‘SPEND’ on their very own workforce.
From India
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Hi pandeysupriya,
Thank you so much for replying. I agree with you that management may be hesitant to spend money, especially in a newly established branch where cost-cutting is a concern. It can be challenging to provide benefits to employees without additional expenses. I understand your struggle to implement lunch facilities due to limited staff strength and budget constraints.
In situations like these, creative solutions can make a difference. For instance, in our firm, we have introduced a daily incentive system for our sales team that does not require significant financial investment. Here's how it works:
We set a daily target for employees, such as acquiring a specific number of customers or achieving a sales goal. Meeting this target makes them eligible for daily incentives, which include options like:
1. A half-day off
2. Saturday off
3. Lunch (providing a small amount to cover their meal)
4. One-hour break
To add an element of surprise, we place these incentives and "Hard Luck! Try again tomorrow!" messages on chits in a bowl. Employees randomly pick a chit to determine their incentive for the day. This system not only motivates the team but also adds an element of fun.
The lunch incentive is designed to be cost-effective, ensuring that it aligns with budget constraints. Moreover, the lucky draw system allows for fair distribution of incentives without favoritism.
By incorporating such initiatives, you can boost employee morale without significant financial implications. I hope this idea proves helpful to you.
Regards
From India, Mumbai
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Thank you so much for replying. I agree with you that management may be hesitant to spend money, especially in a newly established branch where cost-cutting is a concern. It can be challenging to provide benefits to employees without additional expenses. I understand your struggle to implement lunch facilities due to limited staff strength and budget constraints.
In situations like these, creative solutions can make a difference. For instance, in our firm, we have introduced a daily incentive system for our sales team that does not require significant financial investment. Here's how it works:
We set a daily target for employees, such as acquiring a specific number of customers or achieving a sales goal. Meeting this target makes them eligible for daily incentives, which include options like:
1. A half-day off
2. Saturday off
3. Lunch (providing a small amount to cover their meal)
4. One-hour break
To add an element of surprise, we place these incentives and "Hard Luck! Try again tomorrow!" messages on chits in a bowl. Employees randomly pick a chit to determine their incentive for the day. This system not only motivates the team but also adds an element of fun.
The lunch incentive is designed to be cost-effective, ensuring that it aligns with budget constraints. Moreover, the lucky draw system allows for fair distribution of incentives without favoritism.
By incorporating such initiatives, you can boost employee morale without significant financial implications. I hope this idea proves helpful to you.
Regards
From India, Mumbai
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Flexi Benefits Plan.doc