Corporations have come a long way in the past few decades. Benefits that were once considered extra are now the norm. Offering 2 weeks of vacation and health insurance options no longer feels special. Most employees expect these benefits at a bare minimum when they start their career. Enticing the most qualified remote candidates will take more effort than that. Employees newer to the workplace expect extra perks to make their time working for you worth it, and because they are remote, onsite perks don’t apply. Sure, they’ll get paid, but will they enjoy the work environment when they do it?
1. Unlimited Leave
On the one hand people are worried about their employees taking advantage of this policy, but on the other side of things, it could cause the employees to get taken advantage of instead. Some companies have tiered leave policies based on their time worked for the company and the level of job they have.
One of the easiest ways to gain new employees is to allow everyone the same opportunity. Unlimited leave allows you to take vacations, parent when your child gets sick, and it enables workers the freedom to choose how to use their extra time. You don’t have to wait a full year to take a long weekend away. Even remote workers need a break every now and then.
2. Professional Development
It’s one thing to give your employees time to go to seminars you require. It’s quite another to allow them to choose what they want to learn about and then to have you pay for it. Offering a set amount per employee for professional development and then allowing them to pursue any topic is very appealing especially to remote employees who would not be on site to attend a seminar at your office.
3. Technology Stipend
If you are going to hire remote only staff, then it’s best to give them a stipend to purchase the best technology for them. Having to do work on a home computer is not only bad for the employee, but also for you. Giving them the money they need to purchase the best tool for the job will make them happier and help them be more productive when they work.
4. Corporate Discounts
Similar to how a Costco membership also affords you discounts from other partnerships; you can offer your staff corporate discounts to a variety of companies. They can take advantage of OfficeMax discounts to stock their home office, or they can send flowers for a lower rate. Corporate discounts are an enticing benefit especially if you have partnerships with companies like Ticketmaster (hint, hint).
5. Health and Fitness Allowance
Some offices have fitness centers on site that their employees are allowed to use. This might work well for your traditional employees, but your remote workers are not going to want to drive to the office just to use the gym. Instead, offer an allowance for health and fitness related expenses to give your employees the flexibility and freedom to choose a gym membership, meal planning service, or even take a yoga class online. By giving them the budget and the freedom, you can encourage healthy habits and give your remote employees the resources to do them.
6. Tuition Reimbursement
Going back to college is a huge expense. Companies that offer tuition reimbursement are able to attract qualified employees for longer. Leveraging online classes and open university modules help employees balance work and school. By refunding your employees all or part of their tuition, you show them that their goals matter and you are there not just for your benefit but for theirs as well.
7. Annual Company Gatherings
Remote employees don’t get to gather with their co-workers every day. While they might get to hang out on Slack or collaborate through video chat, these connections aren’t quite the same. Offering annual company gatherings where you fly all your remote employees to a specific destination is a cool benefit. Not only will staff get to interact with their peers, but they also get a mini vacation out of it as well. These are a fun way to connect with your remote employees and reward them for all their hard work.
8. Paid Parental Leave
Moms and dads need time off when they are welcoming a new little one into their homes. Paying for their leave is a huge benefit. Most moms go back to work within 6 weeks of giving birth because they can’t afford to take more time off. And dads might take a week of their PTO to help with the transition. The outcomes with this model are abysmal. Offering fully paid parental leave is a very enticing benefit for moms and dads alike and can help you create an incredible company culture for your new startup.